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2024 DEI 2.0 Plan Report

Staff Talent Acquisition Services

This was a productive year for Staff Talent Acquisition Services, highlighted by a series of collaborative initiatives that included Bi-annual Talent Acquisition (TA) Knowledge Network Events; a TA Bootcamp/Foundations of Leadership Hiring the Best training program that offered deep-dive courses to 460 individuals; and a DEI Leads Special Session focused on inclusive recruiting, bias mitigation and exemplary practices.

A woman wearing a U-M sweater having a conversation in a library

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Progress to Date

In addition to collaborative, enterprise-wide initiatives and full-cycle campuswide job opening support provided on a daily basis, Staff Talent Acquisition Services made notable progress on a number of priorities. All recruiting and hiring is based on a skills-focused, inclusive approach with a focus on mitigating bias. For an overview, view our video. Year 1 achievements included:

  • Partnering with the Center for Academic Innovation to provide Behavioral Interview Training using virtual reality to 126 individuals in FY24.
  • Enhancing Analytics and TA-related Dashboards (available on demand) by adding and repackaging unit-facing data such as workforce analytics trends and hiring over time.
  • Responding to 21 requests for Unit-Specific Training and Process Needs that included targeted training, process improvement and change management strategy/implementation.
  • Enhancing the Job Candidate Experience with a more applicant-friendly webpage for careers.umich.edu to help assure success in the hiring process and provide useful “day in the life” background on Staff Talent Acquisition Services and the university.
  • Completing an Onboarding Project Pilot with 50 new hires and 28 managers.

Within Michigan Medicine, the focus was on implementing five key priorities:

  • Expanding talent acquisition services and support by growing the footprint of Michigan Medicine TA and providing support to approximately 50 percent of the organization.
  • Ensuring that best practices in hiring and bias mitigation are being consistently employed by continuing to provide specialized bias mitigation training by MMTA subject matter experts and by launching month-long training for all individuals involved in hiring decisions for UMMG Medical Assistants.
  • Analyzing labor pool diversity data for open roles to target outreach effectively and developing new dashboards with HRIS to assess progress toward staffing/recruiting benchmarks.
  • Providing oversight and compliance accountability for DEI efforts in hiring for both clinical and non-clinical roles.
  • Continuing the Staff Talent Acquisition Services partnership with AROC and Diversity Workforce groups.

Responsible Unit(s): University Human Resources and Michigan Medicine Human Resources