Equity Review of Process

As a federal contractor, BGSU must be an affirmative action employer. By Executive Order 11246, we are obligated to take measures that ensure qualified applicants, women, minorities, persons with disabilities and those with veteran status, are given equal opportunities to compete for open positions. Search committees and hiring units must widely disseminate their position announcements in an honest effort to attract the broadest and most diverse applicant pools. Recruitment efforts must try to ensure equal employment opportunity for all applicants, including using targeted outreach efforts to solicit applications from minorities, women, veterans and persons with disabilities.


  • HR will review the position vacancy announcement and ad copy to make sure the language used promotes open and broad-based searches to help us achieve the most diverse applicant pool.
  • Every position vacancy announcement & ad copy must have a close date.

 

 

  • All search committees must consist of diverse members. This diversity can be reflected through underrepresented groups and must include gender, racial and ethnic minorities. Diverse representation ensures that different perspectives are considered.
  • You may also appoint representatives from outside the hiring unit to serve on the search committee to satisfy this requirement.

 

  • HR reviews the recruitment outlets / publications to ensure that the University casts as broad of a net as possible. This allows news of our job openings to receive a wide distribution.
  • It is important for search committee members to take the online training. The training can be found at Search Committee Orientation Page (Training videos are not compatible with Internet Explorer - please use either Google Chrome or Mozilla Firefox).
  • It is our objective to treat everybody in an equitable and fair manner. Consistency in the treatment of applicants ensures equal employment opportunity for all.

 

 

  • Applicant resumes are permitted to be reviewed throughout the posting period.
  • Any pre-screening or telephone interviews can be conducted by the search committee prior to HR involvement
  • Skype is not permitted at the pre-screening stage.

 

 

  • The written rationale for bringing each candidate to campus must be uploaded into HireTouch to support the Request to Interview. All candidates must meet the minimum requirements.
  • HR works to ensure that qualified underrepresented applicants are given full and fair consideration.
  • The use of Skype should not be used without special approval from HR.

 

 

  • A Hiring Rationale Memorandum must be written to support the hiring of selected candidate.  This must outline strengths and weaknesses of all candidates that completed on campus interviews.
  • HR verifies that the person offered the job was actually an applicant, and is represented on the Request to Interview.
  • HR confirms an appropriate rationale indicating why this candidate was selected over the other interviewed candidates.

 

 

  • It is important for search committees to treat internal applicants exactly the same as all other applicants.
  • All applicants are to be extended the same standard. This is to ensure a fair and equitable opportunity for all candidates.
  • Internal applicants should be sent the same correspondence, require the same application materials, undergo the same credential review, follow the same process in the interview, and be given the same deliberate attention to their references.
  • It is very important that every applicant have the same kinds of privileges and opportunities throughout this process.
  • OFCCP Internal Applicant Record Keeping Rule

 

 

  • When ads refer to "experience" it is presumed to refer to professional non-student employment experience.
  • Experience as a Graduate Assistant does not count as professional experience.
  • The minimum experience requirement stipulated in the JAQ assumes that the experience is professional unless it (the JAQ) explicitly indicates that the experience can be student-based.