Website

Instructions
1. Posting jobs a. Manual posting i. Go to newenglandherc.org and login under member/institution login with your login ID and password emailed to you by JobTarget. ii. At the top of the next screen, click on the Post a Job option. iii. On the next screen, input the job criteriatitle, requisition number, full-time/part-time/temporary, etc. To ensure your jobs populate as many searches as possible, select a category and an area of expertise whenever you can. This field helps provide some important keywords that jobseekers use via the keyword search option to find jobs. iv. Click Post Job when youve finished entering all the criteria. 1. Choose Save Template if youd like to recall these criteria to re-use for another posting. b. Bulkposting: Bulkposting or batchposting is the method of syncing your institutions job board with your section of the HERC job board with a nightly XML feed. This is a once-a-day file that your system sends containing all of your active jobs. JobTarget supports several formats XML, CSV, and XLS. All of the available data can be found at the bulkpost spec page: http://www.jobtarget.com/r/jobs/post/batch_specs.cfm?site_id=660. If youd like to explore this option for your jobs, please contact Jennifer Ivers (jennifer@newenglandherc.org, 617-495-9154).

c. Spidering: A spider is an automated web-crawler that scans your job board for data and posts it nightly to the HERC site. JobTarget reserves spiders as an if all else fails device. Spiders have several downsides when compared to bulkposts and manual posts: i. They are initiated by JobTarget, giving your IT/HR department very little control. ii. They are susceptible to problems. Any code or template changes to your job board have the potential to break the spider. iii. They may not be applicable on your job board. Some web sites and job boards are designed to prevent spidering. iv. They require a two-week waiting period (requests for new spiders are queued). v. They require work from your HR and IT departments for mapping categories to HERCs specifications. vi. They do not respond to the stop feature of deactivating a posting. d. Member requirements for job posting i. Login information: To post jobs manually, to use OneClick, to access the CV/resume database, or to review job data for your institution, youll need the login information given to you by JobTarget when your institution joined the New England HERC and was first installed on the website. If staff changes occur and you would like new logins or the old logins have been misplaced, please contact Jennifer Ivers at jennifer@newenglandherc.org or 617-495-9154. ii. Post all jobs: Our support for dual career couples depends in part on our ability to provide the greatest number and variety of jobs possible. While we understand that there will be times you would

prefer not to increase the number of applications you may receive for a particular subset of your jobs, we respectfully request that you make every attempt to post all of your institutions faculty and staff jobs. iii. Use all required fields: No two jobseekers search with the same goals and/or criteria, and its very rare that all of an institutions job postings are written by the same person and/or precisely follow the same protocol and format over time. To ensure greatest visibility for all of your job postings, provide as much detail and as many key words as possible, in all of the posting fields. While not all of the fields in the New England HERC job- posting tool are required, it is recommended that you fill in all fields for all jobs. iv. Identify contact person and Apply Now (website) links: Consider listing both an individual contact for jobseekers as well as a link to the specific posting on your institutions website. If you omit a contact person for jobseekers to follow up with and you simply list the homepage of your HR or faculty affairs website for every job posting, you convey an inconsiderate attitude towards jobseekers, who often have the sense that their applications are never received or reviewed if they do not receive follow up correspondence. By providing a contact person and the actual listing on your website in the Apply Now link, you convey a desire to make the process as smooth as possible for the jobseeker. e. Recommendations for posting

i. Use key words: Most jobseekers use the key word search rather than the Advanced Search to look for jobs. This means that your job descriptions should have as many relevant key words in them as possible. What are the required skills, certifications, experiences, tools, and responsibilities of applicants? What are your institutions benefits, mission and vision statements, and commitments to diversity? These are all potential key word pools for jobseekers. ii. Put HERC on your ATS: Adding New England HERC to the list of sources in your applicant tracking system will encourage manual job posters to remember to post jobs to the New England HERC when they post them to your institutional website. iii. Centralize faculty postings: Whenever possible, its helpful to have a single point of contact for faculty posting to the New England HERC website. This ensures a consistent posting format to the job postings, puts all departments on equal footing in terms of their job exposure (jobs will be more likely to be posted if not left to be posted by a variety of departmental coordinators or search chairs), and avoids errors in posting due to inexperience with the user interface. iv. Include EEOC language: Please consider including your institutions EEOC statements in your job postings. Many New England HERC jobseekers come to the website because they associate our members with a commitment to diversity. Including a statement here will help you build your institutional brand with our jobseekers and confirm New England HERCs commitment to diversity.

f. Quality assurance measures i. NE HERC quarterly audits: The New England HERC spot checks jobs for all members quarterly. We compare the number of jobs on the New England HERC site with the number on the institutional site, audit your Apply Now links and other fields for functionality and accuracy, and generally review jobs to ensure no technical glitches have arisen since the previous quarter. Your institution will be contacted with any issues or problems that emerge during those audits. ii. Special considerations for bulk posters and spider posters: If you update your HR website, change your applicant tracking system or update your job posting fields, your bulk posts and/or spiders will have to be updated to function properly. Please contact the New England HERC director, Jennifer Ivers (jennifer@newenglandherc.org, 617-495-9154), if you make these or any other kinds of changes that could affect your jobs appearance on the New England HERC site. iii. Important contacts: 1. New England HERC Director: Jennifer Ivers, jennifer@newenglandherc.org, 617-495-9154) 2. JobTarget Support: HERCSUPPORTTEAM@jobtarget.com, 860-440-0635 2. Using OneClick: From the same dashboard where you post your jobs, you can Manage OneClick via the Jobs Management tab, which means you can simultaneously post your jobs to any number of advertising sites (major ones such as Monster or CareerBuilder, as well as regional, disciplinary, diversity,

and niche sites such as Boston Business Journal, Society of Manufacturing Engineers, HBCUCareers.com, or RetiredBrains.com). To have your existing media contracts with individual advertisers connected to the New England HERC dashboard, you have the opportunity to login to those accounts from Manage OneClick and import your credits into your New England HERC account. If you have questions about managing OneClick, please contact Marcus Jones, Manager of Account Services, JobTarget: 888-575-9675 x349, m.jones@jobtarget.com. See Appendix 1 for partial listings. 3. Using the CV/Resume database: Choose Resumes/CVs from the top menu once youve logged into the New England HERC site. If you do not yet have access to this feature, contact the New England HERC director (jennifer@newenglandherc.org, 617-495-9154), and she will confirm with your institutions primary contact(s) that you should have access to the database and enable it. You can search by keyword or advanced search, and browse the resumes and CVs anonymously for attractive candidates. You can save searches, rate candidates, and make contacts according to your search criteria through the database system. See the complete manual in Appendix 2. 4. Pulling data from newenglandherc.org: a. For aggregate data: Choose Website Statistics from the top navigation menu once youve logged in to New England HERC. Using the drop down menus provided, you can choose the types of statistics and the periods of time youd like to review. You can get information here about the general website traffic and jobseeker demographics. b. For institutional posting data: Choose Job Management from the top navigation menu. For each posting listed, you can view the number of

views and emails (including those from email job alerts jobseekers have pre-set and those emails sent by jobseekers while they are viewing the postings). New England HERC will send your total job views and emails as well as several data points from Google Analytics related to your New England HERC contentat the end of the fiscal year. 5. Requesting data from Google Analytics: New England HERC will send a snapshot of Google Analytics data to your institutions primary contact(s) at the end of the fiscal year. If you have a specific request beyond those reports, please contact the New England HERC director (jennifer@newenglandherc.org, 617-495-9154). 6. Brand building (internal and external): a. Add HERC to your institutions website. When you join New England HERC, you agree to link to the New England HERC from your institutional website, though different institutions choose to do this in different ways and for different purposes, for example: http://www.brown.edu/Administration/Dean_of_the_Faculty/jobs/, http://academics.holycross.edu/dean/facultyresources/facultyopenings, http://web.wellesley.edu/web/Dept/HR/Prospective/spousalemploymen t.psml b. Alert other offices on campus that could benefit from the services New England HERC has to offer. In this way, you A) strengthen the future of the consortium by building the jobseeker pipeline in higher education and B) strengthen the links between your faculty and staff recruitment functions, while also getting all the possible benefits out of your membership.

Graduate schools Career Services Media Relations Human Resources (if the membership was initiated by the Provost/Faculty Affairs) v. Provost/Faculty Affairs (if the membership was initiated by Human Resources) vi. Dual Career and/or Diversity Offices and/or Personnel c. Requesting presentations: The New England HERC director will come to your campus and provide general training to New England HERC users, present the business case for membership to the key stakeholders on your campus, or promote work in higher education to recent or future graduates. Simply contact Jennifer Ivers (jennifer@newenglandherc.org, 617-495-9154) and request the presentation that suits your needs. 7. Networking for dual career couples: It is recommended that you develop the habit of reaching out to your New England HERC network when you encounter a dual career hiring challenge/opportunity. Until the member directory is published, you are welcome to reach out to New England HERC for appropriate contact information. 8. Implementing diversity best practices: The HERC community has a tremendous wealth of diversity experts and experienced practitionersboth in terms of corporate and nonprofit partners as well as member representatives. Attending events and reaching out to other HERC members is a great way to learn more.

i. ii. iii. iv.

9. Leveraging social media: New England HERC uses www.twitter.com to communicate relevant news, announcements, and professional development opportunities. Please follow us @DIRNEHERC. We also have a group on LinkedIn, which is open for you to join at any time: http://www.linkedin.com/groups/New-England-HERC-1147697. Appendix 1 OneClick by JobTarget Sample of Additional Diversity Advertising Options on OneClick: Aeogea $245 for 60 days AisiansinHigherEd.com $99 for 30 days Asian-Jobs.com $150 for 60 days Association of American Indian Physicians $110 for 30 days Blackjobs.mobi $199 for 30 days BlacksinHigherEd $99 for 30 days Diverse Issues in Higher Ed $210 for 30 days Diversity-Jobs.com $175 for 60 days Diversity.com $180 for 30 days DiversityLink $150 for 60 days Diversitynursing.com $300 for 30 days DiversitySearch.com $299 for 60 days HBCUConnect.com $249 for 60 days HispanicsinHigherEd $99 for 30 days Hispanic Outlook $205 for 28 days Insight into Diversity $290 for 30 days LatinosinHigherEd.com $150 for 90 days Minority Professional Network $100 for 30 days

Professional Women of Color Network $145 for 30 days Society for the Advancement of Chicanos and Native Americans in Science $300 for 30 days Sample of Additional Disciplinary Advertising Options on OneClick American Anthropological Association $270 for 30 days American Association for Clinical Chemistry $195 for 30 days American Association of Colleges for Teacher Education $375 for 30 days American Council on the Teaching of Foreign Languages $200 for 30 days American Sociological Association $220 for 30 days American Studies Association Newsletter $125 for 30 days Foreign Policy Jobs $149 for 30 days H-Net $115 for 60 days Mathematical Association of America $300 for 60 days Modern Language Association (request quote) National Black MBA Association $65 for 30 days Social Science Research Network $350 for 30 days Society for Women Engineers $250 for 60 days

 Appendix 2 - CV/Resume database overview 1. To access the Resume Bank from the HERC website please login through the member institution login button in the top right corner of the site. You can then click on the Resumes/CVs link in top navigation, which will bring you to the search page. If you do not have login access, please contact your regional HERC director. This is the main page where a user can begin searching through the resumes that were directly posted to the HERC network of sites. 2. At the bottom of the page, the user can either click the Search button to view all resumes directly posted to this board within the last year, or they can filter the resumes by entering keywords, selecting a location, or choosing any of the other search criteria laid out by the site. The results will show the candidates who matched your selections. Please note HERCs resume database is anonymous which means that all contact information is hidden during the searching and sourcing process. As such only nicknames are displayed on the search results page as well as within the resume. 3. To view a candidates profile, just click on his/her Current/Recent Position. If the user is interested in contacting the candidate they can do so by scrolling to the bottom of their profile and clicking on the button Add to Cart. It is here that the user can also print out the profile for later consideration, forward the profile to someone else that might be interested in it, or pick a rating for the profile for future searches. At any time the user can return to the search results, or proceed to their resume cart by clicking the appropriate tab located toward the top of the screen.

4. Then, when they click on Create Your Contact Request the user will be brought to a screen, which allows them to enter in details specific to the organization and/ or available position. 5. When they have completed searching through resumes, and they are ready to contact job seekers, click on the Resume Cart button to view your selections. 6. Submit the form on the following page. When they have successfully placed the request to contact the job seeker(s), they can return to the resume cart to contact continue the search process. Once a contact request has gone through the system the user will find details specific to contact requests sent, accepted or rejected on the Account Management page under Account Home. From here they can view the candidates resume, make notes on the candidate, review their contact request or delete the contact request. They will also be able to track those candidates who have accepted or declined their request. For those who have accepted the request, their contact will now be listed and viewable within their account. 7. Should you have any questions please contact your regional HERC director.