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Job Search Process Resources

Email the Office of Diversity and Equity with questions or comments at ode@geneseo.edu.

Equity-Minded Search Practice Sessions

This two-hour session provides proactive information on applying principles of diversity, equity, and inclusion in the search process for committee members. Topics range from strategies for reducing implicit bias, methods for recruiting diverse candidates, and the procedure for making reasonable accommodations available to applicants. The interactive session is offered monthly.

About the requirement: As of July 1, 2018, search committee chairs are required to attend a session before their committee work commences. Beginning July 1, 2019, 50 percent of each committee’s membership must have attended the session.

Since issues affecting equitable practices are evolving, individuals interested in serving on search committees are required to attend the session every two years. To ensure our search committees reflect participation from across the campus, we urge faculty and staff members to be preemptive and register for a session. Session II is for attendees that have attended EMSP Session I, and have reached the two year training expiration date. Please register for Session II if you have already attended Session I.

Future Dates

RSVP to attend an upcoming session.  

Session I

  • Spring 2021 Dates TBD

Session II

  • Spring 2021 Dates TBD

A Commitment to Diversity and Inclusion in Hiring

As we carry out our value of inclusivity, it is crucial to hire individuals who share this commitment. Therefore, faculty and professional staff postings will include a commitment to diversity and inclusion as a required qualification with language that is specific to the position. To adequately assess candidates, evaluative criteria and interview questions will be included in the search process. For civil service positions and other positions that determine eligibility based on an exam or other certification, search committees will include an interview question for finalists to assess their commitment. Committee members may contact the Office of Diversity and Equity for assistance in creating an effective language for postings and interviews. See our guidelines on how to hire with diversity and inclusion in mind.

Illegal Questions During Search

When considering asking someone about a characteristic or personal experience, ask yourself why you need to know the information. Inquiries designed to elicit information about one’s race, religion, color, national origin, citizenship, sex, sexual orientation, gender identity, age, veteran status, disability, genetic information, or any other protected characteristic (unless based upon a bona fide occupational qualification) is illegal and inappropriate. Review this list of illegal  questions to ask a job candidate.

Reasonable Accommodation Requests 

Applicants with disabilities seeking employment are entitled to request reasonable accommodations. To destigmatize the process of making this request, we ask that search committee chairs invite all candidates early in the process to inform them of any accommodation requests. Search committees can accommodate requests directly; if resources are needed or if concerns about our ability to grant a request exist, consult with the Chief Diversity Officer.

No requests can be denied by anyone except the Chief Diversity Officer. Please use the form linked below to submit requests  for review.

Request for Reasonable Accommodation Form

Waiver of Recruitment Instructions and Form

In general, a full and open affirmative action search must be conducted in all hiring here. However, there may be exceptions. The intent of the recruitment waiver procedure is to ensure that the recruitment will be waived only in special circumstance. A recruitment waiver is a rare exception. The waiver will only be granted with sufficient justification and must meet the requirements set forth in this policy. The waiver form is linked above and should be submitted to the Office of Diversity and Equity.