EEO and Hiring Practices

Recruitment Procedures, Guidelines and Resources

The following procedures and guidelines were developed to ensure compliance with equal employment opportunity/affirmative action laws and policies and to provide consistency in the recruitment and selection process across the University.

Recruitment and Outreach Best Practices and Strategies

ECU is a federal contractor and, as such, is required by law to make good faith efforts to affirmatively recruit and advance qualified women, minorities, veterans and individuals with disabilities.  In addition to our legal obligations, ECU is committed to diversity and inclusion.  For more information, please see the University’s Strategic Plan and Responsibilities.

The Office for Equity and Diversity is available to support and work collaboratively with search committees, hiring authorities, and managers to identify and institute measures to enhance recruitment and outreach, with an emphasis on EEO Job Groups with underutilization.  There are many recruitment and outreach best practices and strategies designed to diversify the workforce, including but not limited to the following:

  1. Be informed about any EEO Plan goals involving positions in your specific area, and design every aspect of the search toward the end of increasing diversity.
  2. “Advertise” your department’s (and ECU’s) commitment to diversity and inclusion.
    1. Best Practices for Diverse Hiring: Create an Inclusive Job Ad (PDF)
  3. Identify sources of diverse, qualified talent (a pipeline source) for positions in your area, and engage in pipeline relationship development with those sources.
  4. Post positions with diverse-targeted, discipline or profession targeted organizations or publications.
    1. Recruitment resources for SHRA/CSS staff positions (PDF)
    2. Recruitment resources for EHRA faculty and non-faculty positions (PDF)
  5. Participate in educational offerings provided by the Office for Equity and Diversity, including:
    1. Implicit Bias in Selection Decisions
    2. Investing in our Future through Pipeline Relationship Development
    3. Creating a Strategic Recruitment and Outreach Plan for Diverse Results
    4. EEO Compliance and HR Best Practice Training in SHRA/CSS and EHRA Recruitment and Selection
  6. Plan diverse-targeted recruitment, outreach and networking using related planning questions:  Recruitment, Outreach, Networking – Model Plan AND Planning Questions (PDF).
  7. Consult with the Office for Equity and Diversity about diverse recruitment and outreach programs designed to diversify faculty and staff pipelines, including:
    1. Emerging Scholars Symposium
    2. Interinstitutional Scholars for Diversity and Inclusion Program
    3. Experience ECU
  8. Other recruitment/outreach best practices:
    1. Best Practices for Diverse Hiring – How to Translate Military Experience (PDF)
    2. Best Practices for Inclusive Virtual Interviewing (PDF)
  9. Provide useful information and resources to your applicants:
    1. Cultural Resources in Greenville and the Surrounding Area (PDF) (REV 8/6/2021)
    2. Employment Resources for Veterans (PDF)
    3. ECU Employee Resource Groups

For more information about diversity-sensitive recruitment and outreach best practices, individuals are encouraged to consult the Office for Equity and Diversity.

Equal Employment Opportunity (EEO) Plan

Members of the university community who would like more information about the EEO Plan should contact the Office for Equity and Diversity, Old Cafeteria Building Suite G-406, between the hours of 8:00 a.m. – 5:00 p.m. Monday thru Friday.