Recruiting & Hiring Data

• 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.

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.

• 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.

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.