DEM Recruitment Improvements Are Here!
The Divisional Recruitment Improvement Project, also known as DRIP, is in the final stages of implementation. A brief recap: DRIP sought to evaluate current recruitment practices and implement enhancements to ensure DEM continues to recruit a talented workforce that is representative of a diverse variety of backgrounds, experiences, and identities. Through this project, new standards, processes, and resources have been established. Central to this effort is the entire DEM Team’s full engagement in the recruitment of talent for all DEM roles.
DEM team members can reference the DEM Recruitment Toolkit for detailed information on DEM Recruitments. For prospective applicants or for recruiting prospective talent, an external DEM Careers page has been created for reference. You can find links to both resources below.
DEM Recruitment Toolkit (Internal) DEM Careers (External)
Below is an overview of several key DRIP improvements along with accompanying links to the DEM Recruitment Toolkit.Recruitment Process
New Position Review & Recruitment Request Form
- This form is intended to streamline the process to post a position and is required to initiate a recruitment (except Student Employee roles). Request this form by contacting your DEM HR Representative (Ann or Paula).
DEM Recruitment Checklist
- The checklist is intended to help guide Hiring Managers and Recruitment Chairs through the DEM Recruitment process.
- The checklist provides detailed steps of the process and links to various tools and resources, including recruitment information required for the Position Review & Recruitment Request Form, tips for planning the Recruitment Committee Kickoff Meeting, information & tips to establish Search Criteria, an Interview Question Library, as well as a list of required documentation to be submitted at the completion of the recruitment process.
DEM Recruitment Standards
New standards are required to be followed for all DEM recruitments to guide an efficient process that recruits a talented applicant pool with representation across a variety of backgrounds, experiences, and identities.Recruitment Strategy Standards
- These standards are captured as a part of the Position Review & Recruitment Request Form to initiate any DEM Recruitment process and includes thought towards a Recruitment Efforts Plan, establishing a Diversity Recruitment Strategy, and reviewing for any potential biases within recruitment materials, job qualifications, or processes.
Recruitment Committee Standards
- Recruitment Committees should be formed prior to an application opening so the full Committee can engage and support any recruitment activities.
- The Hiring Manager should establish a clear charge for their recruitment which can be discussed at the Recruitment Committee Kickoff (tips on this included within the Recruitment Checklist).
- At least one (1) student representative should be included on all DEM Recruitment Committees and consideration should be given for representation across teams, DEM Offices, as well as key UW–Madison and local community stakeholders and partners.
- To ensure consistency in future DEM Recruitments, clearly defined roles of a DEM Recruitment process have been established.
DEM Applicant Experience Standards
New standards are required to be followed for all DEM recruitments to ensure an inclusive, welcoming, and responsive experience for all candidates. All team members play a critical role to ensure candidate experiences are strong.- The applicant experience standards include various timeline considerations to ensure responsiveness.
- These standards also establish best practices for interview invitations, accessibility considerations as well as any potential accommodations, and a welcoming interview experience.
Be Involved
- Become a DEM Peer Ambassador to serve as a potential resource for someone who would like to learn more about what it means to work within DEM, at UW–Madison, and/or live in the Madison community. Current DEM Ambassadors can be found here.
- Serve on a future DEM Recruitment Committee.
Talent Referral Program
- Submit referrals to help DEM recruit the most diverse and talented workforce possible.
- A referral takes 2-3 minutes to complete and will allow for a DEM representative from OVPEM to proactively follow up with the individual and share more information about the Division, available DEM job opportunities, and answer any questions.
- Referrals are encouraged to be submitted at any time throughout the year, not just when there is an active opening.
DEM Recruitment Resources
- Find a variety of books, articles, videos, and other resources to reference while engaging in a DEM Recruitment.
- We welcome and encourage any suggestions or additions. Feel free to reach out to Justin Mumford.