Increasing workforce diversity at your institution might be at the top of your HR wishlist, but simply wishing for it won’t yield results. However, you do have a powerful resource right at your fingertips – your campus library database.
Posts from the ‘Recruitment and Selection’ Category
Yesterday at the CUPA-HR Annual Conference and Expo 2016 in Washington, D.C., CUPA-HR's Director of Research Jacqueline Bichsel, Ph.D., shared the results of a longitudinal analysis of diversity in higher education executive, administrative and professional positions. Here are a few of the highlights from her research ...
Every higher education institution strives for excellence — in teaching, in research, in service, in student success. In the CHRO Summit preconference workshop at the CUPA-HR Annual Conference, Barbara Carroll, associate vice chancellor and chief HR officer at Vanderbilt University, shared with attendees the importance of designing job descriptions to define the excellence we’re looking for, and therefore bring the right people on board.
Great work is being done by HR organizations at colleges and universities across the country. From innovations in processes and procedures to transformative HR work, from unique and forward-thinking diversity and inclusion initiatives to championing change, many HR organizations are successfully positioning themselves as strategic business partners and contributors to their institutions’ missions — and many institutional presidents are paving the way for HR to get the job done.
A controversial University of Louisville job ad made waves recently in the higher ed community. The controversy comes at a time when recent events at the University of Missouri, Yale University and other higher ed institutions serve as a reminder that a commitment to diversity, equity and inclusion must be the personal and professional responsibility of every higher education leader and member of the campus community.
It’s not always easy, though, for institutions to put that idea into practical action, especially when it comes to faculty and staff recruitment.
Compensation, recognition and rewards, professional development, benefits – all are important components of a total rewards package. Done right, an organization’s total rewards strategy can be a powerful driver for recruitment and retention. When employees feel cared about and looked after by their employer, when they feel valued and appreciated, they tend to be more productive, more loyal and more engaged. So what does your total rewards package look like? Is it in a good spot, or could it use a few tweaks?
Remember how you felt on your first day at a new job? I do. On my first day at CUPA-HR – 10 short years ago – I was excited, nervous and eager to learn my way around and get to work. Not unusual for a new employee. But there's no faster way to tamp down fresh enthusiasm than a stale orientation or onboarding program. You know the kind – one or two talking heads and countless PowerPoint slides.
To prepare for the upcoming CUPA-HR Annual Conference and Expo 2014 in San Antonio, Texas, I thought I’d take the advice Wes Harmon gave in this blog post last year on making the most of your conference experience, so I set about reading a book by keynote speaker Steve Pemberton — A Chance in the World: An Orphan Boy, a Mysterious Past and How He Found a Place Called Home. Pemberton’s story is one that begins with profound abuse and neglect, yet ends (spoiler alert!) in victory with him overcoming his tough situation through hope and courage.
It’s tempting to think that Pemberton’s story is an extraordinary case — one that can’t be applied in an ordinary setting. You hear a story like his and might think, “Hey, that’s great, but my life is ordinary; I don’t have challenges that serious.”
According to a recent EDUCAUSE study, IT staff and organizations are being asked to adjust to increased IT consumerization, more options for managing and sourcing technologies and staff, a broader interest in IT’s transformative potential, and decreased resources. As a result of these changing expectations, institutions are looking to hire IT staff with business skills equal to their technical skills. And this necessitates a shift in the way IT staff are recruited, hired and retained.