Expanding the Pool-HR @ Carnegie Mellon University - Carnegie Mellon University

Expanding the Pool

Recruiting and Staffing Services will help you 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.
  • Defining 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 and a group of Pittsburgh-area nonprofit 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.
  • Minority professional organizations: Contact Recruiting and Staffing Services for a full or partial listing.
  • 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 manager is involved in the process from the start to explain the recruitment process as well as applicable documentation requirements to the headhunter.
  • Following up: Keep track of prospective minority candidates you encounter in your career, learn their career interests, and invite them to apply for appropriate vacancies.
  • Examining 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 answered "no" to any of these questions, ask yourself why.
  • Cultivating prospective candidates' interest: Maintain contact with minority professional organizations and Historically Black Colleges and Universities to cultivate interest in Carnegie Mellon.