An Update on the Divisional Recruitment Improvement Project (DRIP)
This past fall DEM embarked on a Divisional Recruitment Improvement Project (DRIP), which intends to enhance recruitment, selection, and talent engagement strategies across the Division. This project will be critical towards enhancing talent and representation within applicant pools as well as further streamlining and supporting DEM recruitment processes. As a part of this project, it is important to acknowledge that UW–Madison also utilizes recruitment processes as a mechanism for retention. While the scope of DRIP is primarily focused on the recruitment of prospective talent into future DEM opportunities, it is also just the first component of a more comprehensive review to enhance the totality of the recruitment, onboarding, and retention life cycles within DEM.
DRIP kicked off with a discovery phase that sought to learn more from the experiences of DEM colleagues who served in recent DEM recruitments. In total, nearly 70 DEM colleagues who served on a search committee, as a search committee chair, or as a hiring manager for a DEM recruitment between September 2019-September 2021 provided feedback through a series of one-on-one conversations and facilitated focus group spaces. In addition, the DEM DEI Focus Group was also engaged to conduct an equity review of existing recruitment processes as well as provide their own feedback with a DEI lens.
Some of the feedback collected can be found below:
- 32% of DEM Search Committee Members felt their applicant pool represented a strong variety of identities, backgrounds, and experiences.
- DEM Search Committee Chairs & Hiring Managers expressed a desire for deeper talent pools even among recruitments where the selected finalist was highly regarded.
- Less than 50% of DEM Search Committees reported sharing a job opening with colleagues, and for those who did share it was typically limited to 1-2 colleagues.
- 84% of DEM Search Committees were formed while the position was posted.
- 51% of DEM Search Committee members felt the charge of the committee was clear.
- Remote work flexibilities are believed to be an important recruitment tool moving forward.
- There exists a desire to review the demographic composition of the applicant pool earlier in the process.
- Most DEM Search Committees were not actively involved in recruitment and additional tools, or resources would be helpful to navigate conversations with prospective talent.
- It is often challenging for DEM Search Committees to evaluate the transferability of perceived non-traditional skills or experiences, such as those gained outside of UW–Madison or Higher Education.
- There exists a desire for more clarity surrounding the roles and expectations of a DEM Search Committee or DEM Recruitment process.
- There is a desire to increase bias education beyond what UW–Madison currently provides as well as to incorporate accountability measures.
- Each recruitment should have clearly established goals and the recruitment methods should be more consistently defined.