Updates to the UChicago Jobs Website
(last updated 1/23/06)

HR Managers User Site

• Annually as part of the creation of the affirmative action plan, an analysis of our workforce is conducted to determine whether or not we are employing minorities and females at a rate that is to be expected based on availability data.  Availability is determined by looking at individuals in the recruitment region with the appropriate requisite skills.  When our workforce does not reflect availability, we are underutilizing minorities and females.  When this happens, additional efforts must be taken to ensure that our applicant pools represent availability. 
   
  When positions are posted that fall into a job group that is underutilized, the HR Administrators and Hiring Managers are expected to make additional recruiting efforts.  As a way to alert the unit of their underutilized jobs, we have added two additional fields to the UChicago Jobs system.
  
  A field labeled "Underutilization-Efforts Needed" has been added to the Posting Details tab to make hiring managers aware of underutilization based on a certain job group and that extra steps are to be taken by the hiring department to diversify their applicant pools by reaching out to various minority groups. The field will yield one of four options: Yes-Minorities, Yes-Females, Yes-Minorities/Females or No. 
  
  A field labeled "Availability" has been added to the Posting Details tab to inform hiring managers of the percent of female and minority job seekers that are available in the recruitment region.
  
  Additionally, you can pull gross aggregated applicant pool data by going to the "Reports" link on the left-hand side of the screen and selected one of the EEO reports.  These reports provide the sex and race (if disclosed) of the applicants for a particular job.
  
  By knowing the availability of your open position as well as the demographic data of the applicant pool, Hiring Managers will be able to make a comparison and ensure that applicant pools are diverse, represent availability, and meet our affirmative action requirements.
  
  Questions regarding underutilization or to obtain advice on making the applicant pool more reflective of availability, please contact your Employment Services representative.

• List the extra efforts taken to recruit a diverse applicant pool (ie. posting sites, print ads, job fairs attended, agencies contacted). In conjunction with the underutilized and availability fields, this field has been added as a required field to the Hired Details tab for Hiring Managers and HR Administrators to specifically list all extra efforts taken in recruiting a diverse applicant pool for all of your openings.

Applicant User Site

• Manage Profiles. On the left hand navigation bar, the link formerly labeled Manage Applications has been changed to Manage Profiles. This link is used by job seekers to either view or edit the profile they have created.

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