The information below identifies how to apply Equal Employment Opportunity (“EEO”) requirements in the recruitment, selection, and hiring processes.
As an EEO employer, the university has an obligation to:
- Ensure all employment processes are non-discriminatory and provide equal opportunity to all applicants and employees
Before the Position is Posted
Complete EEO Training
- Anyone participating in the interview, selection, and/or hiring processes must complete the EEO Recruitment and Selection Basics training. To learn how to enroll in this training go to: https://go.osu.edu/eeotraining
How to Identify and Remedy Barriers to EEO in Position Descriptions
- Review duties and minimum qualifications (physical, mental, education, relevant experience, etc.) to ensure ALL are needed to complete essential job functions
- Focus on required qualifications, not nice-to-haves
- Remove language and terms that can create a barrier to EEO
Recruitment
Voluntarily Make Good Faith Efforts to Broaden the Candidate Pool
- Widen the pool of candidates, and
- Document/maintain inventory of all recruitment efforts including targeted groups, types of activities/events, and effectiveness of efforts
Evaluation of Candidates
Develop Consistent and Equal Evaluation Criteria
- Evaluate only on ability to perform essential job functions based on merit and qualifications
- Apply evaluation criteria consistently to all candidates
- Document evaluations using OHR (staff) and OAA (faculty) templates
- Do not consider candidate demographics in decisions
- Provide reasonable disability accommodations when requested; such requests cannot impact evaluation
- Enter disposition code into Workday explaining stage each applicant reached and reason they did not move forward
Conduct Consistent and Equal Interviews
- Maintain a consistent interview process:
- Provide ADA notice of the availability of reasonable accommodations and the method to request them
- Use same format: number/length; type (e.g., virtual or in-person); questions asked; support given (e.g., preparation, resources)
- Focus questions on the candidate’s ability to complete essential job functions, don’t inquire about identity or personal life or provide any preference and/or consider demographics
If a Reference Check is Performed
- Use the same format for all candidates:
- Number/type of references requested
- Questions asked of each reference
- Evaluation criteria for information obtained
Candidate Selections & Offers
Select the Most Qualified Candidate
- Always select the candidate who will be able to complete the essential functions of the job most effectively based on merit and qualifications
- Candidate demographics can never be considered in an employment decision, including when selecting a finalist.
Develop an Equitable Compensation Offer
- Make compensation offer based on external market and candidate’s knowledge, skills, abilities, relevant experience
- Compensation must consider internal equity
- Review any benefits or compensation offered over base salary for consistency and equity
- Additional information on university’s compensation principles is located at: https://hr.osu.edu/services/compensation/