The HFC Talent Acquisition Team proudly reports the following successes to date:

1. Changed how we create position postings to embrace non-traditional skill sets and focus more on competencies to attract more diverse candidates.
2. Changed the way we advertise our positions by eliminating language that is not inclusive or is exclusionary, and adding features about why HFC Is a Great Place to Work.
3. Engaged with NEOED, our HRIS (Human Resources Information System), implementing an Applicant Tracking System that allows us to remove personally identifying information to conduct blind screenings and reduce bias.
4. Created a Talent Development Training Calendar to begin the process of Instructor-Led, Virtual, and Self-Study training for our search committee members.
5. Expanded our sourcing to include LinkedIn Recruiter and other targeted job sites to attract passive candidates, in addition to HigherEd Jobs with the diversity boost.
6. Changed the way we communicate with candidates to prepare them for their interviews. This includes best practices tips for interviewing and presenting, along with outlining expectations regarding the overall hiring process.
7. Changed the way we ask questions using the TEDS PIE method (Tell, Explain, Describe, Show; Precisely, In Detail, Exactly), so that we can optimize time spent during interviews focusing on the needs of the position and not perceived candidate “fit.”
8. Changed the way we create rubrics to score and evaluate candidates to assist in further eliminating potential bias.
9. Created demographic search reports that break down self-reported candidate traits to determine where bottlenecks may exist in advancing underrepresented or historically marginalized populations through the stages from application--> candidate --> interviewee --> new hire.
10. Started several digital initiatives including a Welcome to HFC video, Virtual Campus Tour, and Introduction to HFC Departments and Team Members video.
11. Changed our Onboarding processes to include a robust virtual New Employee Orientation.
12. Launched our Candidate Experience Survey (post-interview).
13. Launched our Search Committee Survey (post-selection).
14. Certified 100% of Talent Acquisition Team Members in Diversity, Equity, and Inclusion.
15. Certified 100% of Talent Acquisition Team Members as Search Advocates.