Recruiting for Diversity-HR @ Carnegie Mellon University - Carnegie Mellon University

Recruiting for Diversity

The 2025 Strategic Plan makes clear the university's ongoing commitment to diversity:

"Attracting and retaining a diverse community remains a significant challenge for Carnegie Mellon ... This will require the creation of a practical process for recruiting and retaining women and under-represented minorities, along with inclusive policies and practices that build a sense of community among people with many backgrounds, skills, and strengths."

There are four key factors in developing a departmental strategy for inclusivity:

  1. Alignment with University Strategic Goals. Ensure alignment with the university goals for diversity and inclusion as outlined in the university's Strategic Plan and Equal Employment Opportunity/Affirmative Action Policy.
  2. Fair and Equal Treatment. Ensure that you follow sound employment and salary compensation practices.
  3. Effective Networking Resources. Access and employ the most effective sourcing and recruiting tools available.
  4. Success Measurement. Develop an internal review protocol to ensure that university guidelines and procedures are followed and that your sourcing plan is effective.

The action steps listed below help you to apply these principles to each step of the employment process:

Stage in the Process
Action Steps to Diversify the Pool
Beginning of the Job Posting Process
  • Identify underutilization within the department/university according to EEOC category
  • Develop and initiate a recruitment/networking plan, including advertising and resources to be utilized; work to diversify your pool
  • Outline and commit to a timeline and develop milestones
Throughout the Recruitment Process
  • Screen and interview many candidates—all applicants interviewed must meet minimal qualifications
  • Revisit sourcing plan if process did not yield a diverse pool of applicants after several weeks of posting
Prior to Making an Offer
  • Develop and use a department internal review plan to assess process and selection; confirm that sound decisions are made based upon job-related criteria
  • Reopen the search if needed to locate qualified candidates
  • Gather and review additional information if needed to justify the selection of the chosen candidate
End of the Recruitment Process
  • Extend an offer using fair and equitable compensation practices
  • Complete all university documentation requirements and forward completed interview appraisal forms, interview data sheets and credentials with initialed offer letter to Human Resources
  • Develop and initiate a departmental employee orientation plan
  • Review sourcing plan; identify barriers and enablers in the process; What could we have done better?
Key Considerations During Each Stage
  • Maintain contact with Recruiting and Staffing Services throughout the process
  • Process check your plan of action for successful recruitment, including timeline and milestones

Your plan should include regular communication with your HR manager, as well as a realistic timeline. Six or more weeks for the recruitment process is most likely necessary. This includes up-front time working with your HR manager to broaden the pool and advertise to a diverse audience, and to select applicants to be interviewed. If, after four weeks, you don't believe your interviewing pool is diverse, contact your HR manager for assistance.

Success Factors

  • Ensure alignment with university goals.
  • Determine key players and who is responsible for what action during the recruitment process.
  • Identify those who can provide you with support and consultations throughout the process.
  • Identify critical factors that will enable success (for example, supervisory training, measurement and accountability milestones).
  • Build, cultivate and nurture a network of talent for future potential vacancies and opportunities within your organization.