Recruitment Philosophy, Strategies and Practice
VisitPITTSBURGH annually affirms our equal opportunity policy of non-discrimination against any employee or applicant for employment. Our recruitment philosophy and hiring practices demonstrate an unwavering commitment to equity and diversity. We strive to be a model of welcoming and inclusion, an organization that embraces our differences and welcomes differing opinions and ideas.
VistPITTSBURGH integrates diversity and inclusion practices into our recruitment strategies, and our benchmark is to interview appropriate and qualified candidates. Our standard is to present for each position a diverse pool of candidates.
All applicants and candidates are welcomed and treated with respect and dignity. Qualified applicants are invited to apply for full-time, temporary, and on-call positions. Eligible students are welcome to apply for available internships.
Our employment postings have a wide local, state, and national reach. Applicants apply for open positions via our automated, on-line career portal. Posted positions are pushed out automatically to national job boards like Indeed.
Employment opportunities are shared internally with our staff and Board of Directors, and posted to diverse career websites, such as:
- Vibrant Pittsburgh
- Indeed
- Glass Door
- Next Pittsburgh
- Imagine Pittsburgh
- LinkedIn
- Handshake – internships, targeted to undergraduate and graduate students
- Pittsburgh Public Relations Society of America
- African American Chamber of Commerce
- NonProfit Talent
- PA Career Link
- Veterans Leadership
- New Pittsburgh Courier
- Destination International
- SportsPITTSBURGH, MeetPITTSBURGH and Marketing/Leisure Tourism networks
Recruitment compliance and process:
- All processes and employment-related documents are in compliance with federal, state and local laws and regulations including Title VII of the Civil Rights Act of 1964, Equal Employment Opportunity Commission, Americans with Disabilities Act, Age Discrimination in Employment Act, Equal Pay Act, Fair Credit Reporting Act and Fair Labor Standards Act.
- All applications are screened by the Vice President of Human Resources, and shared electronically with the appropriate hiring managers, team members and leadership.
Interviews are conducted with qualified candidates. Interviews include phone and in-person with hiring managers, group interviews with team members and leadership. - In 2012 VisitPITTSBURGH removed the check box from our employment application that asked if an applicant had ever been convicted of a crime. Many states, cities and counties, including the City of Pittsburgh, have passed “Ban-the-Box” legislation. The point of Ban-the-Box laws is to conduct job interviews first, to determine an applicant’s qualifications, before conducting a background investigation and analysis of whether a conviction is job-related.
- Assessment testing is provided by a third-party vendor and customized to each position. Our pre-employment assessments are validated for selection during the recruitment process, and assist us by providing data that produces a return on investment.
Background credentialing is managed by a third-party vendor and conducted only when an offer of conditional employment has been extended and the candidate has accepted.