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Recruitment Demographics

HRSC Analyzes How the Recruitment Process Impacts Pool Demographics

In an effort to improve our recruitment process and remove barriers to increasing campus diversity, HRSC recently reviewed our staff and MPP recruitment data and looked at how each step in the hiring process may impact the diversity of our candidate pools. To accomplish this, data was pulled from our recruitment system (People Admin) for recruitments between July 1, 2015 and June 30, 2016, and the pools were reviewed at distinct points of the process.  Initially, we looked at the demographics of our overall applicant pools.  Applicants are asked to voluntarily self-identify demographic information as part of the application process.  We proceeded to study the applicant pools at various points in the workflow after HRSC screened for minimum qualifications: the committee's determination of whom to interview and when the applicants are hired. The same process was used to analyze MPP and non-MPP (excluding faculty) recruitments during the relevant time frame.

The data used for this analysis are located below.  The percentage of total applicants was placed in an Excel table, and then a graph was generated based on that information. Both the table and the graphs are included below.

Note that the graphs below change scale at the bold line. The scale change was necessary because if the scale was unchanged, the different racial and ethnic groups would be clustered along the bottom of the graph, making differences between them undecipherable in the graphic representation.  The “Minority” category is the total percentage of individuals who self-identified as something other than “white” or “decline to state.”

Staff Pool Demographics 7/1/2015 – 6/30/2016

Staff demographics graph

Staff demographics table

MPP Pool Demographics 7/1/2015 – 6/30/2016

MPP Demographics Graph

MPP Demographics Table

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