Staff Recruitment Plan - UF College Of Journalism And Communications

1y ago
5 Views
1 Downloads
2.11 MB
19 Pages
Last View : 21d ago
Last Download : 2m ago
Upload by : Averie Goad
Transcription

STAFFRECRUITMENTGUIDEGuide to successful staff recruitment:How to prepare for the process, roles andresponsibilities, and job ad structureCOLLEGE OF JOURNALISM ANDCOMMUNICATIONSOFFICE OF HUMAN RESOURCESThis document belongs to CJC Human ResourcesLast Revised: 12/17/2021

OURMISSIONThe University of FloridaCollege of Journalism andCommunications (CJC) iscommitted to a diverseand inclusiveenvironment, preeminentscholarship, crossdisciplinary education,superior skillsdevelopment, andcollaboration spanningthe science and practiceof communication toproduce significantsocietal impact on a local,state, and global scale.OUR GOAL IS TOESTABLISH CJC AS ALEADER IN THERECRUITMENT,RETENTION, ANDPLACEMENT OFMULTICULTURALFACULTY, STAFF ANDSTUDENTS.THE PLAN:To ensure CJC is strengthening its mission and goalsthrough its staff recruitment and hiring policies,practices, and initiatives, this CJC Staff RecruitmentGuide has been established. This plan is designed toensure all CJC hiring managers and search committeemembers are equipped with the training, tools andresources to ensure the recruitment and hiring ofstaff is timely, inclusive and aligns with UF policy.As the University of Florida continues to demonstratethat it values diverse perspectives and experiences,attracting and retaining top talent fromunderrepresented groups remains a priority. It isparamount that selection and hiring processesinclude strategies and best practices that connectwith, market to, and recruit diverse talent.Although selection and/or hiring decisions cannot bebased on a protected class, this tool has beendeveloped to walk you through best practices foundat every stage of the recruitment, selection, andhiring process and to provide you with strategies andresources that support inclusive hiring.Thank you,Dean Hub Brown & CJC Human Resources

EQUITY ADVISOREquity Advisor:To continue engaging in inclusive hiring practices, an Equity Advisor will be added to assist eachsearch committee. The role of the Equity Advisor is to assist in the selection process.Coordinate with CJC-HR to ensure the search ad is posted in multiple venues that attract adiverse pool of applicants.Provide advice as needed to the hiring manager and to the search committee to ensure thatcontributions to diversity are being considered and that proactive search practices are usedfor recruiting and selecting new staff.Review list of interview questions to ensure there is no inherit bias.Discuss research on selection bias with the search committee.Review the diversity of the availability pool and the applicant pool. If the diversity of theapplicant pool does not reasonably reflect the diversity of the availability pool, suggestproactive measures to enhance the diversity of the applicant pool.Review the short list of candidates selected for interviews. If this group is not diverse, reviewthe files of other applicants (particularly those under serious consideration) to determine ifcandidates of equivalent quality have been overlooked.CJC Equity Advisors:Keisha Reynolds – Human ResourcesJulia Seay – Human ResourcesHarrison Hove – JournalismJoanna Hernandez – Journalism, IDEA co-chairRyan Vasquez – Innovation News Center, IDEAco-chairHuan Chen – AdvertisingJuliana Fernandes – AdvertisingJames Babanikos – Associate Dean,Undergraduate AffairsRoxane Coche – Media Production,Management, and TechnologyJasmine McNealy – Media Production,Management, and TechnologyCarla Fragomeni – Professional Advising andTeaching HubDaressa Howard Hope – Graduate DivisionErika Henderson – Advancement/WUFTAngela Bradbery - Public RelationsMerline Durant - Division of Media PropertiesEquity Advisor Trainings:Managing Hidden Biases that Affectthe Hiring Process – UF GET250 ILTInterviewing and Hiring –UF SCS040 ILTUF Equity Advisor des/faculty search/fac equityadvisor.pdf

PREPARING FOR THE PROCESSProviding The Details:To get started, it is important for us to collect the basic information of the position. The hiringmanager should send the following information to CJC Human Resources before the processcan kick off.Title:Name of Former Incumbent:Department:Division:Funding Source:Relocation Availability (Y/N):Work Location:Length of Posting:Hiring Manager:Selection Committee Chair (if not hiring manager):Selection Chair Assistant (if applicable):Selection Committee Members:Equity Advisor (CJC HR will assign):Preferred Qualifications:Diversity Statement: NTS-081721.pdfAdditional Information:

ROLES & RESPONSIBILITIESDean/Executive Associate Dean:Approve recruitment budgetReview and approve recommended candidates prior to scheduled interviewsReview final list of up to three recommended candidates unranked but with strengths andweakness for eachIn consultation with CJC-HR, Equity Advisor and Search Chair, the Dean will approve theacceptable candidate.

ROLES & RESPONSIBILITIESCJC Human Resources:Approve job ad once developed by the search committeeEnsure a diverse and inclusive pool of candidates that is reflective of the domesticpopulation – students and community.Give charge and expectations to the search committeeCollaborate with hiring manager and/or search chair to develop a Staff Recruitment PlanAssist search committee with job advertisement creationEnsure Equity Advisor is assigned to the searchEnsure search chair, search committee members and Equity Advisor have completedrequired trainingEnsure position is posted at highly diverse and strategic sitesCoordinate with Communication Department on marketing the positionDetermine if position requires sourcing via UFHR Talent AcquisitionEnsure review of candidates are equitable and inclusiveEnsure recruitment timelines are achievedConsult with Dean regarding final candidatesNotify candidates that did not make the first round of the interview process that they arenot moving forward - emailReview offer and appointment letter for accuracyOnce offer letter is executed, prepare for onboardingNotify communication department to close all advertisementsEnsure all hiring documents are collected for recordkeepingCJC Communication Department:Work with CJC-HR on promotional strategy for each positionCreate social media posts for each individual positions and positions in aggregateCreate promotional ads, if neededAdd position to Employment Opportunities page on CJC website

ROLES & RESPONSIBILITIESHiring Manager:When anticipating vacancies, each department and/or unit should have an established plan foreducating and equipping individuals who serve on search committees or interview panels priorto the start of the process.Consult with the CJC HR Director on staff classification and compensation prior torecruitmentIdentify search committee members – This should be a diverse representation of ourstudents, faculty and staff.Collaborate with CJC-HR on onboarding process to include assigning CJC Buddy.Conduct reference checks: -a-useful-reference-check/Negotiate and finalize job offer with successful candidate.Notify interviewed candidates that they were not selected as the finalist

ROLES & RESPONSIBILITIESSearch Chair:Complete all required trainingEnsure all search committee members have completed the required trainingCoordinate charge meeting with a CJC-HR team memberCollaborate with search committee members and HR to create job advertisement and jobposting sites aligned with Dean’s criteriaObtain final job ad approval from CJC-HREnsure search committee establishes screening criteria prior to screening candidatesReview applicant s/careersatuf/searchcommittee viewapplicants.pdfSchedule timely meetings with search committee to ensure recruitment time lines areachievedStaff search committee meetings fall under Florida’s Open Meetings and Open Record Laws.This means that committee meetings must be posted within a reasonable period beforegathering. As a best practice, we recommend three to seven days when possible. The noticecan occur in one of two places, the college or unit’s website and/or the Recruitment andStaffing’s Search Committee Public Meeting Notices section.For the latter, please send your request to talent@hr.ufl.edu with the followinginformation:Position Title, Department, Location, Date, Time, Contact InformationPrior to scheduling interviews (Zoom or in-person), email CJC-HR for approval.Ensure that all applicants have a positive experience at all stages of the search processProvide three recommended candidates unranked identifying both strengths and weaknessfor each to DeanOnce search has concluded, forward all recruitment and selection records to cjchr@jou.ufl.edu.

ROLES & RESPONSIBILITIESSearch Committee Members:Complete required trainingParticipate as an active participant on the search committeeProvide additional avenues for recruitmentRemain flexible in schedule to ensure recruitment process is timelyProvide expertise and knowledgeMany resources for staff recruitment may be found in the Human Resources Hiring tment-staffing/hiring-center/During the planning process, the main goal of the search committee and its chair is to developa recruitment plan that includes the following:The job description used to advertise the positionThe basic qualifications all applicants must possess to be considered for the positionThe advertising plan for the positionThe criteria used to determine which applicants will be selected for interviewsDuring the search, identify specific data/information that could assist in assessing the size,depth, and range of candidates in the pool. At the time of outreach and applicant pool review, itis essential to complete the following:Actively reach out to a broad pool of applicants. Consider whether the demographics of thepool broadly reflect the national availabilityKeep track of recruitment efforts taken during the outreach periodDetermine whether applicants who submitted an application meet the minimumrequirements stated in the advertisement for the position. Notate reasons for individualswho did not meet the basic qualificationsAssess if the recruitment period needs to be extendedFully evaluate all applicants for the position using objective criteria and establishedevaluation mechanisms. Notate reasons for applicants who do not move forward forfurther consideration as a committeeSelect first round candidates

ROLES & RESPONSIBILITIESOVERVIEWDean/Exec. Assoc. Dean:BudgetIn consultation with CJCHR, Equity Advisor andSearch Chair, the Deanwill approve a finalacceptable candidateCJC Human Resources:Assist with recruitmentplanAssist with job ad creationAssign equity advisorEnsure trainingcompletionCharge for committeeEnsure job ad appears ondiverse sitesEnsure equitable/inclusivereview of candidatesEnsure timeline is metProvide consult to DeanReview job offerNotify candidates notbeing interviewedPrepare onboardingCollect hiring documentsCJC Communication Dept:Promote strategicexecutionCreate/manage socialmedia job adsCreate promotional adsUpload position to CJCwebsiteHiring Manager:Ensure departmentpreparedness for searchConsult with CJC HR onposition detailsIdentify search committeemembersNotify interviewedcandidates that were notselected as the finalistCollaborate with CJC HRregarding onboardingSearch Chair:Complete trainingsCoordinate meetingsCreate job ad draftCreate screening criteriaComply with Open RecordLawsSubmit records to CJC HRObtain approvals from CJCHR at each stepEnsure all applicants havea positive experienceProvide updatesProvide finalrecommendationsSearch CommitteeMembers:Complete trainingsParticipate activelyProvide expertiseAssist chair in creating jobad and criteriaEvaluate candidates usingestablished criteriaAssist in selecting firstround candidates

TRAINING INFORMATIONSearch Committee TrainingManaging Hidden Biases that Affect the Hiring Process:Class Code: UF GET250 ILTLink to Register: larRedirect?relyingParty LM&url ivityId%3D37238%26UserMode%3D0Interviewing and Hiring:Class Code: UF SCS040 ILTLink to Register: larRedirect?relyingParty LM&url ivityId%3D1003%26UserMode%3D0Additional Training Resources:LinkedIn Learning is free for UF EmployeesAccess here and use the link on the right hand side: https://elearning.ufl.edu/Here are some examples of trainings:Uncovering Unconscious Bias in Recruiting and InterviewingDiversity RecruitingRemote RecruitingInclusive HiringHiring Red FlagsInterviewing Techniques

STRUCTURE OF JOB AD1. Opening Statement/SummarySomething that will grab a potential candidates attention"Bring Your Innovation to a Winning Team"Provide a summary that is more than just basic information about the postingThis is where you want to sell the job to the candidate to convince them to apply2. The OpportunityInformation about the positionDo not copy and paste the job descriptionGive highlights and opportunities of the position3. About College/UnitTime to brag - what makes CJC awesome?Current rankingAwardsScope of program4. Our Commitment to Diversity, Equity and InclusionSelect a statement: NTS-081721.pdfMake sure you select a statement that is genuine and authentic to your area5. About UF and the City of GainesvilleUse links to videos like "Explore Gainesville in 60 Seconds" to sell our locationhttps://www.youtube.com/watch?app desktop&v e 7nUKAFanM&skip registered account check true6. QualificationsUF Classification and Compensation determines minimum qualifications for all titles butyou can select preferred qualifications to help narrow your applicant pool.7. Applicant InstructionsDive deep with your selection committee to determine what materials you need fromthe candidate to identify the most qualified individualMake sure the instructions are clear and easy to understand

SAMPLE JOB ADCollege of Journalism and CommunicationsDivision of Graduate Studies and ResearchAdmission OfficerBring Your Innovation to a Winning Team!The College of Journalism and Communications seeks an innovative and enthusiastic teammember to help us recruit the next generation of communication and media professionals andscholars to one of the nation’s top graduate programs. Our program includes on-campus andonline master’s degrees, graduate certificates, combined undergraduate and graduate degreesand one of the most prominent Ph.D. programs in our field.The OpportunityThis position will assist with recruiting, onboarding and coordinating admission of graduatestudents to educational programs of the College: review documentation to ensurecompleteness of applications. Monitor progress of applicants; coordinate processing, mailings,and other related documentation. Interact with prospective students, counselors, and academicunits; support recruitment activities; assist with the application review process.Supports recruitment for all master’s and Ph.D. students. Answers admissions inquiries andeffectively communicates information to prospects.Coordinates approvals and addresses issues raised by the central UF Admissions office. Routesapplications to appropriate faculty for timely review. Ensures compliance and coordination withUF Graduate School on all aspects of the process.Maintains knowledge of faculty areas of expertise and serves as liaison to graduate facultycoordinators and degree program directors in admissions process. Liaises with UF Office ofGraduate Diversity Initiatives. Maintains current knowledge of student support servicesincluding financial aid, career services and more.Coordinates Ph.D. applicant spring visitations. Coordinates new student orientation events.Travels within and out of state conducting information sessions at four-year colleges, graduateschool fairs, and association meetings on and off-campus. Tracks all recruitment-relatedexpenses and follows university procurement rules.

SAMPLE JOB ADThe College of Journalism and CommunicationsThe College of Journalism and Communications is accredited by the Accrediting Council onEducation in Journalism and Mass Communications (ACEJMC) and is home to four departments– Advertising, Journalism, Public Relations, and Telecommunication. The college provideshands-on learning immersion experiences through the Innovation News Center, The Agency,Frank gatherings, the Division of Multimedia Properties, the Summer Media Institute,undergraduate research, various extracurricular groups and activities, etc. To learn more:https://www.jou.ufl.edu/this-is-cjc/Our Commitment to Diversity, Equity, and InclusionThe College of Journalism and Communication is committed to a diverse and inclusiveenvironment, preeminent scholarship, cross-disciplinary education, superior skillsdevelopment, and collaboration spanning the science and practice of communication toproduce significant societal impact on a local, state, and global scale. To learn more about CJCIDE efforts, please click on the link: versityabout/.In support of being a preeminent University, the College of Journalism and Communications iscommitted to developing strategies that attract the best and brightest from all walks of life andbackgrounds.The City of GainesvilleGainesville (http://cityofgainesville.org) is home to Florida's largest and oldest university, and sois one of the state's centers of education, medicine, cultural events and athletics. Additionally,the city owns a regional transit system, a regional airport, and a 72-par championship golfcourse. Known for its preservation of historic buildings and the beauty of its naturalsurroundings, Gainesville's numerous parks, museums and lakes provide entertainment tothousands of visitors. Because of its beautiful landscape and urban "forest," Gainesville is oneof the most attractive cities in Florida.Explore Gainesville in 60 Seconds: https://www.youtube.com/watch?app desktop&v e 7nUKAFanM&skip registered account check trueGainesville is also central location to many of Florida's most popular activities:1-2 hours - Beaches on both coast lines1.5 hours - St. Augustine1.5 hours - Jacksonville: Jacksonville Zoo and Gardens2 hours - Orlando, FL: Walt Disney World, Universal, Islands of Adventure2 hours - Tampa, FL: Busch Gardens, Tampa Bay Buccaneers

SAMPLE JOB ADMinimum Qualifications:Bachelor's degree; or an equivalent combination of education and experience.Preferred Qualifications:Strong interpersonal skills and a demonstrated ability to work collaboratively and effectivelyacross divisions and in a culturally diverse environmentExcellent verbal and written communication skillsStrong computer literacy (Microsoft Office applications)Proficiency with CRM and related technical systems for recruiting, monitoring andenrollmentExperience with Salesforce softwareApplication Instructions:Must submit a cover letter and resume to be consideredMust be able to carry boxes up to 40lbs. and stand for extended periods of time.

CANDIDATE EVALUATION TOOLSThe interview process should be structured and designed in a way that allows for checks andbalances. It is first required that you develop selection criteria before reviewing yourapplications/resumes. Each search requires a screening rubric and an interview rubric.Evaluation Criteria:Create objective selection criteria that can be used to determine the best qualifiedcandidate from all applicants who have met the minimum qualificationsCreate identifiers for favorable candidates to be considered for interviewCriteria should go beyond minimum qualifications, for example:Quantity, quality and relevance of educationExperience, knowledge and other job-related skillsQualifications that may be unique to the job and departmentCultural competence should be considered as a criterion for all recruitment efforts andsupported by questions that assist with inclusive hiringScreening Rubric Template: /ScreeningRubric.xlsxInterview Rubric Template: /StaffSample-Rubric082621.docxInterview Questions:Behavioral based interview guide:With this style of questioning, candidates are asked how they handled past situations,giving you a sense of how they will think/perform in the hipToolkit/job aids/behavioral interview.pdfSBO Model:Stands for Situation, Behavior and OutcomeBelow is an example of a good behavioral interview question that uses the SBO model:Sometimes policy and procedure changes are made that require a shift in your practice.Share with us a time when you might have faced such changes. (S)How did you respond? (B)And what was the outcome? (O)The interview experience:Best practices regarding where and how interviews should be /the-interviewing-experience/#academic

RECRUITMENT NETWORKSAAAA: https://www.aaaa.org/AEJMC: http://www.aejmc.org/Air Media: https://airmedia.org/jobs/Alliance for Women in Media:https://allwomeninmedia.org/American Academy of Advertising:https://www.aaasite.org/American Conference of Academic Deans:https://acad.org/American Meteorological Society:www.ametsoc.orgAmerican Women in Radio & TV:http://media411.tvjobs.com/Asian American Journalists Association:http://www.aaja.org/Association for Continuing Higher EducationInc: https://www.acheinc.org/Association for Educational Communicationsand Technology: https://www.aect.org/Association for Fundraising Professionals:https://afpglobal.org/Association for National Advertising:https://www.ana.net/Association for Women in Communication:https://www.womcom.org/Association of Deans & Directors ofUniversity Colleges & UndergraduatesStudies: https://www.adandd.org/Black in AI: https://blackinai.github.io/#/Broadcast Career Link:https://www.broadcastcareerlink.com/Broadcast Education Association:https://www.beaweb.org/wp/Broadcasting & eers at UF: https://jobs.ufl.edu/College of Journalism & Communications:http://www.jou.ufl.edu/ColorComm: Women of Color inCommunications: www.colorcommsearch.comCorporation of Public g/American University School ofComm: http://jobs.current.org/Florida Association of Broadcasters:http://www.fab.org/GreaterPublic.org: https://greaterpublic.org/Higher Education:https://www.insidehighered.com/UF College of on/Hispanic Public Relations Association:https://hprausa.org/IEEE Jobs: https://jobs.ieee.org/Indeed.com: www.indeed.comInsight Into sity-0International Communication Association:https://www.icahdq.org/International Public Relations ResearchConference: https://www.iprrc.org/Latinx in AI: https://www.latinxinai.org/Monster: http://www.monster.comNational Hispanic Media Coalition - membersonly: https://www.nhmc.org/National Association of Hispanic Journalists:https://www.nhmc.org/National Association of Black Journalist:NABJ Career Center: www.nabjcareers.org

RECRUITMENT NETWORKSNational Association of Broadcasters:http://www.nab.org/National Association of Hispanic Journalists:http://www.nahj.org/National Association of Black Journalists:http://www.nabj.org/National Black Public Relations Society:careers.nbprs.orgNational Communication Association:https://www.natcom.org/National Educational TelecommunicationsAssociation: http://www.netaonline.orgNational Federation of CommunityBroadcasters: nfcb.orgNational Hispanic Media Coalition:http://www.nhmc.org/National Lesbian & Gay JournalistsAssociation: http://www.nlgja.org/National Weather Association: .orgNative American Journalists Association:http://www.naja.com/NPR: http://www.npr.orgPhilanthropy Women: philanthropywomen.orgPublic Broadcasting ManagementAssociation: http://www.pbma.orgPublic Media Business Association:www.pmbaonline.orgPublic Relations Society of America (PRSA):www.prsa.orgPublic Media Jobs: publicmediajobs.comRadio & Television Business Report:www.rtdna.orgRadio Ink: radioink.comRadio Television Digital News Association:www.rtdna.orgRadio Business Report/TV Business Report:http://rbr.comRTDNA: https://www.rtdna.org/Social Media Package (Linkedin Groups,Facebook, Twitter): CJC Marketing andCommunications DepartmentSociety for Technical Communication:https://www.stc.org/Society of Professional Journalist:https://www.spj.org/jobs.aspThe Chronicle of Higher Education:https://www.chronicle.com/TV and Radio Jobs:http://www.tvandradiojobs.comWomen In Higher Education:https://www.wihe.com/Workplace Diversity Network Combo:workplacediversitynetwork.comWorld Journalism EducationCouncil/Conference: https://wjec.net/ZipRecruiter: www.ziprecruiter.comiHire.com: https://www.ihirepublishing.com/

ADDITIONAL RESOURCESUF Interview 4/hiringdeptinterviewguide.pdfUF Behavioral Based Interview hipToolkit/job aids/behavioral interview.pdfReference ducting-a-useful-reference-check/UF Hiring uf-hiring-policies/The interview es/the-interviewing-experience/Screening Rubric Template: Screening-Rubric.xlsxInterview Rubric Template: /StaffSample-Rubric082621.docxReviewing Applicants in Careers at areersatuf/searchcommittee viewapplicants.pdfEqual Opportunity and Affirmative tment-staffing/institutional-equity-diversity/To gain additional insight on inclusive hiring practices or identifying, attracting, and engagingtalent, connect with UF’s Strategic Talent Group:Website: taffing/talent-search/Email: Talent@hr.ufl.eduCollege of Journalism and Communications Human Resources OfficeWebsite: www.jou.ufl.edu/cjc-human-resources/Email: cjc-hr@jou.ufl.edu

Ke i sh a Re y n ol d s - Human Resources. Ju l i a S e ay - Human Resources. Harri son Hov e - Journalism. Joan n a He rn an d e z - Journalism, IDEA co-chair. Ry an V asq u e z - Innovation News Center, IDEA. co-chair. Hu an C h e n - Advertising. Ju l i an a F e rn an d e s - Advertising. Jam e s B ab an i kos - Associate Dean,

Related Documents:

Marketing & Communication Plan Illinois Resident Recruitment & Admissions Non-Resident Recruitment & Admissions International Recruitment & Admissions Diversity Recruitment & Admissions Transfer Recruitment & Admissions Campus Visits The market for recruiting and

recruitment as early as possible, treating recruitment as a year -round focus, and engaging as many staff members as possible in the process. CALENDAR BEST PRACTICES DESCRIPTION RESOURCES Inclusion of all events that impact recruitment Selection Guide Should outline recruitment goals. Should be holistic and include all recruitment

E-Recruitment is the University's staff recruitment system. It provides an on-line solution covering the end-to-end recruitment process, from the requirement to recruit to the appointment of the successful candidate. E-recruitment, also known as online recruitment, is the

Recruitment Counselor Guide Recruitment Counselor Implementation Timeline, 8 Recruitment Counselor Implementation Timeline The most successful recruitments are planned far in advance, and the recruitment counselor program is a big aspect of the overall recruitment preparation. Every campus is unique, but the following timeline should help give the

HR Recruitment Tools - Testing and assessment tools - 57 % of the companies use preliminary assessment tools to assess the skills and knowledge of the applicants. Technical assessment is a common practice in the recruitment process of software developers; - Recruitment CRMs - Recruitment CRMs gain popularity with the rise of recruitment

recruitment are very effective. The main source of internal recruitment is employee referral as rewards are provided to employee to encourage this kind of recruitment. Thiruvenkatraj T R, Nirmal Kumar R (2018) in the research paper titled "A study on recruitment and selection process" is examined and the objective is study process. 3

Welcome to the AGR Graduate Recruitment Survey 2015 - Winter Review. The AGR Graduate Recruitment Survey is the definitive study of AGR employer members and their recruitment practices, providing up-to-the-minute insights into conditions and trends in the graduate recruitment market. It provides regular benchmarking of key market indicators .

In-house Recruitment Network were delighted to host 30 management-level In-house Recruitment and HR professionals for an in-depth breakfast event on Recruitment Trends in the Public and Charity Sector. We were lucky enough to hear from four specialist speakers who gave us some wonderful insights into future