• Overview
• Resources
• • Recruiting Faculty
• • Recruiting Staff
• - Roles & Responsibilities
• - Expanding the Pool
• - Recruiting Talent
• - Interviewing Candidates
• - Making an offer
• - Documentation Requirements
• • Accomodating Students/Employees
• Community Involvement
• Building Diversity Into University Processes
• Measuring Results

Expanding the Pool

Your HR representative will help you to identify which of the following sourcing ideas are most likely to be effective in diversifying your pool of applicants:

• Institutional networking. Share knowledge with other hiring supervisors.
• Define your area. Know if your available pool is national, regional, or local. This information will help to identify availability of minority representation. Consider using specialized minority advertising and direct mailings.
• Carnegie Mellon's Networking Partnership Consortium. HR representatives and a group of Pittsburgh-area non-profit agencies have formed a partnership known as Carnegie Mellon's Networking Partnership Consortium. Human Resources will work with these agencies to source candidates.
• Historically Black Colleges and Universities: Recent graduates and alumni from HBCUs are an excellent source for applicants for your staff postings and Direct Experience Internships. HR has developed a relationship with a number of these regional colleges and can help you to make connections.
• Search firms (also known as "headhunters"). Consider using a search firm when low-cost or no-cost recruiting resources have been exhausted, when the time frame to fill the position is critical or when the current job market has more jobs than people with the needed skills available. You may wish to consider a firm that specializes in minority and female recruitment and expand your applicant pool for higher level positions on campus. If you're using a search firm, make sure your HR representative is involved in the process from the start to explain the recruitment process as well as applicable documentation requirements to the headhunter.
• Follow up. Keep track of prospective minority candidates whom you encounter in your career, learning their career interests, and invite them to apply for appropriate vacancies.
• Examine recruitment and selection procedures. Sometimes, the procedures in place are either an obstacle or simply not helpful in recruiting minority individuals. Measure your own sourcing success. Are the current procedures yielding minority candidates? Are the minority candidates successful in getting to the interview stage? Are attempts being made to identify talented individuals in the institution and to groom them for further responsibility? If you answer no to any of these questions, then ask yourself why.
• Cultivate prospective candidates' interest in Carnegie Mellon through contact with minority professional organizations and Historically Black Colleges and Universities.

For information about minority professional associations, contact your HR Representative. Our advertising agency, NAS, has compiled an extensive listing of minority associations; your HR Representative can provide you with the complete or a partial listing. In addition, you can search for African American associations through an online directory called National Directory of African American Organizations, compiled by Altria Corporate Services in collaboration with the Joint Center for Political and Economic Studies.