At the CUPA-HR Annual Conference and Expo 2016 in Washington, D.C., Maureen De Armond, J.D., associate counsel at Iowa State University shared with attendees some of the legal and non-legal risks that can arise when those involved in the hiring process try to learn more about applicants from the social media outlets such as Facebook, Instagram, Twitter or others.
Posts from the ‘Recruitment and Selection’ Category
Sep. 27, 2016
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 ...
Sep. 25, 2016
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.
Feb. 3, 2016
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.
Dec. 17, 2015
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.
May. 18, 2015
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?
Oct. 28, 2014
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.
Sep. 17, 2014
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.”
Sep. 12, 2014
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.
Jul. 24, 2014
The devil is in the detail, and nowhere is that more apparent than with Form I-9 compliance. Civil enforcement of I-9 requirements often focuses on form over substance, which means paperwork errors can result in fines of hundreds of thousands of dollars even without evidence of the employment of unlawful immigrants.
Throw in the mergers that have taken place in higher education over the past few years, and the volume of paperwork (and potential for error) can increase substantially. Carolyn Knight-Cole, associate vice president of human resources operations at Rutgers University, recently found herself with thousands of I-9s to review and, in some cases, reverify after her institution merged with another.