Building a Diverse Applicant Pool

Overview

About Recruitment

All recruitment plans must include activities that actively seek an applicant pool of qualified individuals that includes members of underrepresented groups. When the University, through the Director of the Equal Opportunity & Title IX Office and appropriate official/s, sets a hiring goal for a unit, the special efforts to recruit affirmatively must be exceptionally strong to be successful in meeting this goal.

International faculty in probationary positions filing for permanent residency will, in collaboration with the University's Human Resources office, need to present evidence to the Department of Labor (DOL) and Immigration that the university used a national professional journal (i.e. print advertisement or 30 calendar day electronic advertisement). Local or regional advertisements will NOT meet Immigration or DOL requirements.

The following recommendations should be considered in the development of recruitment activities.

• Send job postings to placement services of schools with graduate or professional programs of scholars in your profession/discipline, and especially those with high enrollment of minorities and underrepresented groups.
• The key to building an exemplary applicant pool is personal contact; call your colleagues at other colleges/universities. Establish and maintain relationships with schools having quality programs in your profession/discipline and seek their assistance in identifying qualified candidates. Ask about current students or recent graduates of their program. Develop a log of recruitment calls to document recruitment activities.
• Contact and encourage outstanding applicants (and nominees) to apply.
• Take extreme care during the recruitment process to ensure an implied commitment is not made to the individual being recruited.
• Establish and maintain contact with faculty members, unit heads and department chairs in your discipline/program unit at other colleges/universities, and encourage them to nominate candidates. Phone or e-mail them to inform them of vacancies; ask their assistance in identifying potential applicants.
• Advertise in national or regional professional journals or newsletters of your profession/discipline, and post announcements on web sites of your professional associations.
• Be pro-active in seeking names of individuals who may be interested in a new position when you attend discipline specific conferences. Post job vacancies on announcement boards, and be available to meet with potential candidates.
• Use professional association placement services, and use listservs or job lists related to the field - many are free or very low cost.
• Contact the Equal Opportunity & Title IX Office for a computer mail file of predominantly minority institutions. Mailing labels are available and can be ordered directly through Office Support Services using Mailfile category number 861 (207 labels).
• Published abstracts can be used to identify post-doctoral candidates in your field.
• Recruitment plans prepared in collaboration with other departments may be used to control advertising expenses.
• Contact government agencies, industrial or business organizations to recruit persons in non-academic positions who may want to re-enter the academic community.

Job Posting Locations by Human Resources

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