non-discriminatory interviews at ucf

UCF

Non-Discriminatory Interviews at UCF

Equal Opportunity and Affirmative Action Programs

2014-2015

UCF

INTERVIEWER CERTIFICATION

EO/AA perspective on meeting the university’s goalsEO/AA perspective on meeting the university’s goals

Goal #4:

To become more inclusive and diverse

UCF

Your Role in meeting Goal 4

Practice Affirmative Action by making sure the minimally qualified applicant pool is diverse and applying Veterans’ Preference (VP) for USPS positions.

Do not discriminate or retaliate, intentionally or unintentionally, in the interview/ selection process.

Present a welcoming and inclusive face to applicants.

UCF


Make sure minimally qualified applicant pool is diverse- if not, recommend additional recruitment

Diverse pool has at least two females and members of at least two racial/ethnic groups

Use group data in PeopleAdmin Departmental EEO Report

Call EO/AA with questions

UCF


Do not consider, directly or indirectly, personal protected characteristics in the selection process when comparing individual applicants.

Do not seek information about personal protected characteristics in the selection process.

If you don’t know about a protected characteristic, you can’t consider it.

UCF

Personal Protected Characteristics Race/ethnicity/color/national origin

Sex (including pregnancy) Sexual orientation, gender identity,

gender expression Religion Age Disability, Genetic information Veterans Status, Marital StatusABOVE MUST NOT BE CONSIDERED(except Veteran’s Preference for USPS positions)

UCF

NON-DISCRIMINATORY INTERVIEWS

What is Discrimination, Harassment, Retaliation?

Discrimination: Adverse treatment based on a protected personal

characteristic (eg. Deciding not to interview an applicant because she uses a wheelchair), AND

Neutral policies, that have more of a negative effect on applicants with a particular protected characteristic than other applicants and policy is not necessary (eg. requiring applicants to Skype for interview may have a disparate negative effect because of age).

UCF


Harassment: Unwelcome severe or pervasive conduct based on any protected personal characteristic

Retaliation: Must not consider an applicant’s prior complaint about discrimination-even if the complaint was not substantiated.

UCF


Planning tips Review Posting to understand job

responsibilities and qualifications Review Applications If interview panel or search committee is

used it should be diverse at least by sex and race/ethnicity

UCF

Interview details

Ask same questions of all candidates -including internal candidates or interim appointees


UCF

More details!

♦ Develop a list of job-related questions and ask these questions of every interviewed candidate

♦ Different follow up questions or questions about information on the application materials are OK

♦ Ask questions seeking job-related information ONLY


UCF


Do not seek information about personal protected characteristics directly or indirectly. Examples:

Unless job requires weekend work, don’t ask if applicant can work weekends (could solicit info about religion).

Don’t ask whether the applicant has had to take a lot of sick leave (could solicit information about a disability).

Don’t ask if “spouse” works at UCF (could solicit information about marital status).

Don’t ask about native language (natl. origin)

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Document the selection, using job-related criteria ♦All information sought should help to determine probable success in the position.♦Be careful when using subjective criteria such as “professionalism” or “good work attitude” or “good communication skills”♦Check your “gut feelings” about an applicant.♦Make sure implicit bias is not infecting these considerations

Document the selection, using job-related criteria ♦All information sought should help to determine probable success in the position.♦Be careful when using subjective criteria such as “professionalism” or “good work attitude” or “good communication skills”♦Check your “gut feelings” about an applicant.♦Make sure implicit bias is not infecting these considerations


UCF

Well-documented selections include:Well-documented selections include:

♦ Record of which applicants are advanced at each round.

♦Record of the job-related criteria used to determine which applicants should be advanced to the next round.

♦ Advance all applicants who are equal with respect to the criteria considered at each round or explain why the candidate was not advanced.


UCF

Online Do’s and Don’ts Online Do’s and Don’ts

♦ Do’s – LinkedIn

♦ Don’ts – Facebook, Twitter, Tumblr, Instagram, or other social sites


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References (getting) References (getting)

♦ Check for what UCF needs to know – and use it!

♦ Consequences of not checking – “negligent hiring”

♦ Do not seek or consider past discrimination complaint activity.


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♦ Respond accurately and from the record

References (giving) References (giving)

♦ Refer callers to HR for employment verification (consistently!)

♦ Consider former employees “eligible for rehire” unless documented


UCF

Use both written information and interview to select the best qualified candidate!

Use both written information and interview to select the best qualified candidate!

INTERVIEWER


UCF

Questions and comments?

Thank you!

UCFEOAA UCF EO/AA

www.eeo.ucf.edu (407) 823-1EEO


non-discriminatory interviews at ucf

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