Understanding the Role of HR Advocates in the Recruitment Process
The roles of Human Resource Representatives and Search Advocates in recruitment processes are defined, highlighting their shared goals and key differences. Advocates are expected to be knowledgeable in HR legal matters, serve as HR representatives, and ensure diversity hiring compliance. While HR reps focus on legal compliance, Advocates focus on creative recruitment strategies for diverse candidates. Managing discussions within the committee involves addressing issues related to candidate diversity, qualifications, and fit for the organization.
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Presentation Transcript
Does an Advocates Role include being knowledgeable in HR topics? Jenny Engels & Linda Voong
Purpose We have received a number of feedback via the evaluation forms requesting clarification on the roles between a Human Resource Specialist (HR) and a Search Advocate (SA). Advocates have found: 1) Committee expectation of Advocates is to be knowledgeable in HR legal matters; 2) To serve as the HR representative; 3) To hold committee members accountable for violating/encroaching on protected rights Committees have found: 1) Advocates do not understand the laws governing diversity hiring *These comments were stated in evaluation forms
Similarities Human Resource Representative Search Advocate Goal of both roles is to ensure that the search process is equitable, fair, and valid. Both are interested in casting the widest possible net to include the largest number of qualified candidates. Both wish to protect candidates and the integrity of the search process. Shared goal that the result of the search will be finding and hiring the best person qualified for the position. Both want the candidate experience to be respectful, ethical, and a good representation of UH.
Differences Human Resource Representative Search Advocate The goal of the recruitment is that we are not violating Federal, State and UH EEO/AA laws and guidelines SA s role is to help the committee think creatively about how to attract the best diverse candidates for the role Recruitment outcomes match State and Federal demographic trends (for EEO/AA audits) SA will help the committee to anticipate hiring trends in support of diverse candidates HR rep answers protected class questions: if something comes up, you verify what is lawful/unlawful with HR folks As an advocate you review, question, probe, and suggest how the recruitment process can support diverse candidates HR views the recruitment process with the lens that we are not in violation - the priority is to ensure that we are being compliant and managing any potential liabilities You view the recruitment process with the lens of prioritizing and recruiting for diversity, equity, inclusion, & belonging
Managing the dialogue in the committee Why can t I track the genders/ethnicities of our candidates? I want us to interview that woman candidate, but she has lower citations than the other applicants We asked for a diversity statement but diversity isn t part of the MQs or DQs, how can we evaluate it? That candidate wouldn t be a good personality fit to our Department, I ve seen them argue with colleagues Let s only interview people we think will actually want to live in Hawai i At what point is it appropriate for us to recommend the committee to expand application pool when the number of female applicants is significantly low?
If you continue to get asked HR questions, please direct them to: 1. Their respective HR representative 2. EEO/AA Office 3. The Search Process Guidelines
UHM Search Advocate Community of Practice At least one meeting per semester! Sharing best practices Professional development topics Creating community
UHM Search Advocate Community of Practice TODAY! Panel presentation by Oregon State University Search Advocates: 1) Search Advocating for a search committee that doesn't yet value your role 2) Best practices and useful topics for a Search Advocate Community of Practice Clare Creighton - Director Academic Success Center and Writing Center Keith Foster - Insurance Contract Specialist JoAnne Bunnage - Assistant Vice Provost, Assessment and Accreditation
Questions for Panelists 1. Brief introductions to your role at OSU; how long have you served as an Advocate? 2. Please describe a time when you served on a committee that didn t fully understand your role 3. Can you share with us some of the best ways you've created a community that allowed for an exchange of ideas?
