Recruiting & Hiring Data

The University of Michigan uses a number of systems, services, and processes that support recruiting of faculty and staff. During the recruiting process, the university collects and stores information about you and the resources you access.

What Recruiting & Hiring Data We Collect

  • Contact and Identification
    Such as legal name, address and phone numbers, date of birth, Social Security Number.
  • Demographics
    Such as veteran status, race/ethnicity, disability status, and gender. This data is collected if provided voluntarily by the applicant.
  • Education and Work History
    Such as highest degree and field of study, student status, resume and prior employment history, references, licenses, and certifications.
  • Crime and Conduct
    Such as criminal felony and misdemeanor convictions, and pending felony charges. This information is only collected on select external candidates at time of background screening.
  • Eligibility to Work
    Such as your eligibility to work in the US, need for visa sponsorship, or conflicts of commitment or interest.
  • Candidate Assessment
    Such as portfolio of work, your responses to questions and results from interviews and assessments, depending on unit HR practices.
  • System Logging
    Such as browser and operating system used, date and time of login, length of session, transaction timestamps.

How We Use Recruiting & Hiring Data

The University of Michigan uses U-M employee recruiting data to enable:

  • Human Capital Management Processes
    Support processes associated with processing employment applications and hiring.
  • Decision Support
    Provide information to supervisors, managers, and HR staff to make recruiting and hiring decisions.
  • Communications
    Provide information on U-M open positions, status of your applications, etc.
  • Institutional Planning and Reporting
    Analyze data to identify, evaluate, and respond to trends.
  • Service Support
    Ensure system stability and positive user experience by monitoring service performance, maintaining a reliable record of transactions, and providing end-user support.

The use of recruiting data for the purposes outlined above is safeguarded through several mechanisms, including Information Assurance, the Institutional Review Board (IRB), the U-M Standard Practice Guide, and the U-M Data Governance framework.

How We Collect Recruiting & Hiring Data

  • Directly
    When you provide it to us when you complete job applications, upload resumes, and participate in interviews.
  • Automatically
    When human capital management systems generate and store data based on visits, interactions, and system automated rules.
  • From U-M Faculty and Staff
    When they record information such as interview notes, candidate assessments, etc.
  • From External Sources
    When we receive your personal information from background check service providers, such as date of birth, Social Security number, and education verification; when we receive drug test results and fingerprints; when we obtain information from references, etc.

How We Share Recruiting & Hiring Data

The University of Michigan does not sell or rent your U-M employee recruiting information. We share it with:

  • Service Providers
    That support recruiting systems and services offered by the university, such as PeopleSoft, HireRight (background check), HealthCare Source (Michigan Medicine staff assessment), etc. We require our service providers to keep your personal information secure and use it only for providing services on the university’s behalf.
  • Government Entities
    We provide reports to the Department of Labor to comply with federal and state government requirements.

    We provide reports with the name and address of new hires to the Equal Employment Opportunity Commission (EEOC).

Recruiting and hiring information will be made available to those outside U-M only if such action legitimately serves the purposes of the University, with the consent of the staff member, or as required by law.