Search & Selection Process
Virginia Tech is an affirmative action/equal opportunity employer and promotes competitive recruitment opportunities for all open positions to identify and attract a diverse and qualified candidate pool. Virginia Tech has a strong commitment to the Principles of Community, diversity, inclusion, and maintaining a work and learning environment that is free of all forms of discrimination.
Virginia Tech is committed to ensuring equal employment opportunity to all qualified individuals. As a land-grant institution, the university believes a diverse workforce will enhance its ability to fulfill its mission of education, research, and public service.
Virginia Tech does not discriminate against employees, students, or applicants on the basis of age, color, disability, sex (including pregnancy), gender, gender identity, gender expression, genetic information, national origin, political affiliation, race, religion, sexual orientation, or veteran status, or otherwise discriminate against employees or applicants who inquire about, discuss, or disclose their compensation or the compensation of other employees or applicants, or on any other basis protected by law.
Discrimination or harassment on any of these bases is prohibited by Policy 1025, "Anti-Discrimination and Harassment Prevention Policy."
This workshop is designed for members of search committees who participate in the search and selection process. To participate in an employment search and selection process, the search committee must have completed the training within the last two years.
- Remain in Compliance with Federal Applicant Tracking Requirements and fulfill our legal, moral and ethical obligation to ensure full and fair consideration of all applicants applying for positions at Virginia Tech.
- Manage a fair and equitable search process for the best qualified candidates.
- Aggressively recruit and select truly exceptional candidates from diverse backgrounds who will help Virginia Tech fulfill its mission and achieve the goals of its Diversity Strategic Plan and the Functional Affirmative Action Plans for the university.
- The workshop is offered on-demand and is available 24/7.
Registration is required via “Coursewhere,” by selecting "view by alpha" and then searching for the course title “Search Committee Charge Workshop On-Demand.”
Coursewhere instructions: https://oea.vt.edu/content/dam/oea_vt_edu/coursewhereguide.pdf
Stakeholders in the search and selection process who are non-Virginia Tech employees participating in a search and selection process will need to be manually register for the workshop. Please contact Melissa Thomas at email@example.com.
Employees can verify their completion status by logging into Hokie Spa, select “Hokie Team,” and view the “Employment Information” page. The completion and expiration dates are listed under “Training Dates” at the bottom of that page.
Human resource representatives can verify all employees for senior management areas or specific department training completions by selecting ‘training’ in the HRIS reporting system.
DIVERSITY RECRUITMENT RESOURCES
To attract the best and most diverse pool of qualified applicants for each vacancy, departments should develop a strategic, robust recruitment plan. Careful consideration must be given to determine which sources will target a well-qualified and diverse applicant pool that can use local, regional, and national recruitment opportunities that will target and attract qualified women, minorities, persons with disabilities, or protected veteran applicants.
Sources may vary contingent upon the position. Resources can be discipline/position specific to assist in the efforts of attracting a viable applicant pool. Strategically select recruiting/advertising resources and making Good Faith Efforts (GFEs) also provides attainment for your Functional Affirmative Action Plan (FAAP) goals and objectives.
Using an assertive recruiting and advertising plan that utilizes multiple outlets in an effort to encourage the inclusion of qualified women, minorities, persons with disabilities, and protected veterans is strongly encouraged. Without actively recruiting for a diverse pool of applicants, will make it hard to determine if the best qualified candidates have been enticed to apply.
The Affirmative Action Unit in the Office for Equity and Accessibility with Partners throughout the university have compiled the following valuable resources. If you have suggestions for additional resources, contact the Affirmative Action Unit in the Office for Equity and Accessibility at 540-231-2010.