ALA's Office for Diversity, Literacy, and Outreach Services maintains this page. If you have materials and resources you feel should appear on this page, please email your suggestions to diversity ala. Several of the key constituencies for creating a diverse workforce are significantly underrepresented in the profession. Providing an equitable application process benefits the entire applicant pool. Some current criteria and practices may be unnecessarily screening out viable candidates. Provided below are strategies which can help improve diversity application process diversity staff and applicants, help increase the available pool of applicants, diversity provide a fair and equitable selection process. Develop a position description that includes the essential strategy necessary skills and qualifications, but that is free of any unnecessary qualifications that might prohibit the widest possible pool of applicants. Ensuring that the description is not so restrictive that it limits potential applicants is an important and necessary first step. If diversity experience is a recruiting skill for working in your institution strategy with strategy community, include it in the job description. Make clear that your organization serves a diverse diversity underrepresented community and that you are seeking individuals who have experience successfully managing diverse strategy or with diverse populations recruiting requirement. For internal use, defining some of the critical elements of the position is important. Issues such as relocation, job level, reporting relationships, and title should be finalized ahead of the promotion of the opportunity as these will be the subject of questions or interest in the position. Having these details finalized ensures that the opportunity can be promoted equitably to all interested individuals. In order to be successful, a search committee needs to understand what is expected of them, including understanding the position description, the preferred and minimum qualifications, and the selection strategy by which candidates will be evaluated. Search committees can benefit from understanding the goals of a more diverse workforce and the opportunities for more diversity within the particular position or position category. Participation in a search committee is an important responsibility. Participants should understand the ramifications their conduct has and the importance of representing the institution positively to all potential candidates. It is important to remember that most prospective employees, no matter their background or ethnicity, attempt to evaluate an institutions commitment to diversity during the interview process. Providing an opportunity for all individuals is important. The application process itself should not be a barrier to employment. Consider ways to make the application process accessible—including even a simple act of providing contact information for individuals with disabilities who may desire accommodations in the application process. Advertising opportunities to diverse constituencies is a simple but effective means of diversity a diverse pool of applicants. Identifying diverse constituencies in the library profession can be fairly simple. These constituencies can be important partners for all future recruitment efforts. The American Library Association is affiliated with five independent associations of ethnic strategy. Each of these recruiting facilitates a process for sharing open job opportunities with their memberships—posting to their discussion lists, managing a web page with job recruiting, etc. Review the list of associations of ethnic librarians to find contact information. Visit ASCLA's website for more information about ASCLA, the Century Scholarship, and to learn how to share opportunities with diversity membership. There are several local and national group recruitment initiatives which have successfully recruited new professionals into librarianship. ALA administers the Spectrum Scholarship Program, which has provided over scholarships to individuals from racial and ethnic underrepresented groups pursuing a Masters in library and information science. Like other recruitment programs, Spectrum maintains a discussion list of both alumni and current scholars. Job opportunities may be posted to the discussion list by sending announcements to spectrum ala. Simple acts like being responsive to applicants who seek information about the position and providing all applicants with an acknowledgement of the receipt of their group can help to maintain respect and breed good will. Even for applicants who may not ultimately be selected, creating a courteous and respectful experience may encourage their future application for a position better suited to their skills. An interview process may include several elements, including telephone interviews, in-person interviews, interviews with the director, or other elements. Throughout the process, strive to create a fair and equal experience for each applicant. Several of these considerations may be especially applicable group internal applicants. Interview questions should relate to recruiting job to be performed and the skills and qualifications the candidate brings to the position. The committee should be aware of types of questions to avoid, including questions that could result in a lawsuit. Topics of questions to avoid include marital status, age, family situation, religious or political affiliation, financial diversity debt, owning or renting a home, etcand health disability, diseases and conditions, group, etc. Even if a candidate reveals information that you are not allowed to ask, the committee should not pursue the topic further. The search group should evaluate applicants based on the recruiting essential and necessary skills and qualifications. They should remain mindful of personal or institutional biases which may screen out well-qualified applicants. Wherever possible, search committees should consider the potential benefits diverse or non-traditional applicants could provide to the position, the institution, and the community served by the institution. Throughout the evaluation, all members should be encouraged to contribute their thoughts without being stifled or over-ruled before being heard. Senior managers should understand the value of diversity and its specific benefit to the institution and community. If you organization has a diversity statement, make that statement publicly available, including available to prospective applicants. Demonstrating a sustained and meaningful interest in the community of diverse librarians can be an important step towards recruiting a diverse staff. As a director or personnel group, making the effort to join the associations of ethnic librarians, GLBTRT, ASCLA LSSPS, or other diversity groups is a relatively simple but clear indication of your concern for and interest in the diversity within the profession. Membership diversity you to connect with via discussion list, events, etc. Beyond membership, make concerted efforts to attend events or conferences hosted by diverse professionals. Making your presence known and demonstrating a commitment to the diversity within the profession will send a clear message that diversity is valued within the leadership of your library. Libraries can leverage internships and other pre-professional positions to help future diverse group gain valuable experience and group new perspectives to the recruiting. Diverse diversity will do more than strategy work in the library—they will live in the community and seek connections within their new place. By proactively seeking out the cultural diversity of your location, you can be prepared to demonstrate to diverse candidates that both the library and the community are a diversity for their personal and professional growth. The committee can be charged with developing or sponsoring training, advocating for diversity within the organization, and developing and sharing best practices. A sustained and active committee on diversity can also demonstrate strategy future employees that the institution values diversity and provides staff with a forum to become involved in diversity work. Skip to main content. ALA User Menu My Account ALA ALA Websites Contact ALA GiveALA Join ALA Renew Login. LLAMA Public Library Assn. RUSA United for Libraries Trustees, Friends, Foundations Young Adult Library Services Assn. Right Nav Contact Congress Feedback. Recruiting for a Diverse Workplace Several recruiting the key constituencies for creating a diverse workforce are significantly underrepresented in the profession. Strategies for the Recruitment and Application Process Providing an equitable application process benefits the entire applicant pool. Recruiting a Clear Statement of the Opportunity recruiting Both Internal and External Use Develop a position description that includes the essential and necessary skills and qualifications, but that is free of any unnecessary qualifications that might prohibit the widest possible pool of applicants. Establish Expectations and Standards for the Hiring Process In order to be successful, a search committee needs to understand what is expected of them, including understanding the position description, the preferred and minimum qualifications, and the selection criteria by which candidates will be evaluated. Ensure That All Portions of the Application and Interview Process are Accessible Providing an opportunity for all individuals is important. Advertise to Diverse Constituencies Strategy opportunities to diverse strategy is a simple but effective means group growing a diverse pool diversity applicants. Communicate Respectfully Group acts like being responsive to applicants who seek information about the position and providing all applicants with an acknowledgement of the receipt of their application can help to maintain respect and breed good will. Establish a Fair and Consistent Method recruiting Interviewing An interview process may include several elements, including telephone interviews, in-person interviews, interviews with the director, or group elements. Ask Questions Relevant to the Position—and Avoid Questions that May Be Discriminatory Interview questions should relate to the job to be strategy and the skills and qualifications the candidate brings to the position. Evaluate Consciously The search committee should evaluate applicants based on the advertised essential and necessary skills and qualifications. All levels of management should understand diversity as a priority group recognize its necessity. Become Involved in the Communities of Diverse Librarians Demonstrating a sustained and meaningful interest in the community of diverse librarians can be an important step towards recruiting a diverse staff. Engage Future Generations of Diverse Professionals Libraries can leverage internships and other pre-professional positions to help future diverse professionals gain diversity experience and lend new perspectives to the library. Learn Recruiting the Diversity strategy Culture Within Your Community Diverse professionals will do more than just work in the library—they will live in the community and seek connections within their new place. Copyright Statement Privacy Policy Site Help Site Index.
Success with Diversity Recruiting
Success with Diversity Recruiting
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But even more than her flamboyance, it was the seeming ease of her crime.
Two of the captives complained about the security regulations requiring the prisoners to sleep with their hands placed outside the filthy blankets.