The list of links on this webpage can help search committees conduct effective faculty searches.
This form can be used to help evaluate possible new hires.
The Faculty Committee on Affirmative Action has recently deliberated at length on ways to enhance recruitment of women and minority faculty in the College of Veterinary Medicine. As a result of those deliberations, and subsequent discussions with Dean Phemister, the following recommendations were submitted to him.
The purpose of this guidebook is to assist faculty in improving merit-based hiring processes and to address unconscious bias to improve reliability and validity of the interview process.
When the life sciences initiative was begun in 1997 as the Cornell Genomics Initiative, the faculty leaders recognized the critical importance of hiring faculty according to a new paradigm. In order to recruit the best possible faculty to Cornell, they advised the administration––central and colleges alike––that no longer should search committees for positions in specific departments be appointed by the departments from within the department. Instead, each position should be viewed as a strategic hire for t
This document is a list of recommendations and best practices to create a diverse search. Examples include: "Create a search committee that is enthusiastic and genuinely committed to faculty diversity."
Because the search process plays a critical role in shaping our faculty and staff for years to come and provides the best opportunity for diversifying our workforce, it is important that we implement effective and efficient recruiting practices and address important contemporary issues of excellence and diversity.
Adapted from Diversifying the Faculty: A Guidebook for Search Committees.
This webpage details a four-pronged approach to enhance the search process. Examples include using funding and using students to help with paperwork.
At the 2006 Faculty Recruitment Workshops, four scenarios were discussed during scheduled breakout sessions. The purpose of these scenarios was to generate discussion and suggestions about potential recruitment challenges. The following document has been developed to share the helpful suggestions from these sessions.
Efforts to recruit, retain, and promote diverse faculty in science and engineering have produced erratic results. This has been the case both nationally and at the University of Missouri-Columbia (MU). Since January 2007, under the auspices of the NSF Mizzou ADVANCE grant, the Strategies and Tactics for Recruiting to Improve Diversity and Excellence (STRIDE) Committee has received training on techniques...
This webpage is a list of legal questions that can be asked and discriminatory questions that should not be asked by subject (e.g., religion, family status, sex).
This document is a tool to use when evaluating a potential new hire. “The following offers a method for department faculty to provide evaluations of job candidates. It is meant to be a template for departments that they can modify as necessary for their own uses. The proposed questions are designed for junior faculty candidates; however, alternate language is suggested in parentheses for senior faculty candidates.”
This all-day, “train-the trainers” style workshop is designed to help universities, university systems, and/or regional collectives develop and present their own search workshops on their campuses.
This form for candidates to provide the details about upcoming department seminars aimed at demonstrating his/her proficiency in leading a class in a subject of his/her choosing.
A list on suggestions on what faculty members, department chairs, and search committees can do to recruit women faculty.
This comprehensive document offers best practices for search committees that are looking to create diverse hiring pools. The sections covered in the document are: Run an Effective and Efficient Search Committee; Actively Recruit an Excellent and Diverse Pool of Candidates; Raise Awareness of Unconscious Assumptions and their Influence on Evaluation of Candidates; and Develop and Implement an Effective Interview Process.
This booklet covers: Evaluation of the Applicant Pool, Creating the Short List, Considerations for Female Candidates, How Active Recruitment Efforts Can Backfire, and Contact Information for Faculty Recruitment.
Efforts to recruit, retain, and promote diverse faculty in science and engineering have produced slow and uneven results. This has been the case both nationally and at the University of Michigan. Since the summer of 2002, under the auspices of the UM NSF ADVANCE grant, the Strategies and Tactics for Recruiting to Improve Diversity and Excellence (STRIDE) Committee has given presentations to search committees and other interested faculty and administrators aimed at helping with the recruiting and retention o
This booklet covers: handling the Campus Visit, Negotiating a Contract, Evaluating the Search, Resources, and Contact Information for Faculty Recruitment.
This webpage is a list of the initiatives offered through the ADVANCE program at Michigan State. These include a faculty search, annual review, reappointment, promotion and tenure, mentoring, and women leadership.
Information on workshops at UW-Madison and other universities, and resources for training hiring committees, are listed on this webpage. “Hiring and retaining an excellent and diverse faculty is a top priority for colleges and universities nationwide, yet faculty hiring committees typically receive little education about the search process. Consequently, WISELI has implemented a workshop, Searching for Excellence and Diversity®, that provides faculty with information, advice, and techniques that will help t
This four-hour workshop is designed for faculty and staff members who are or will be serving on search committees on your campus. During this workshop, we will present the content of the search workshops we have developed and implemented on the UW-Madison campus.
Recommended Guidelines for Members of Affirmative Action Committee Serving on Academic Search Committees
This presentation covers tips on how to make the interview process clear and productive. Tips include providing an itinerary, what to ask and what not to ask, and giving a realistic picture.
This brochure offers easy steps for search committees and targets ways to avoid unconscious bias throughout the search process.
This document is a table of questions that should and should not be asked during an interview by subject.
This form can help in evaluating the search process. It asks questions about timing, advertising, interviews, communication, resources, progress, and areas for improvement.
This brochure describes the steps to generate a diverse applicant pool for faculty appointments. It complements other ADVANCE recruitment brochures.
This document is a list of recommendations on how to make a candidate pool deep and diverse. An example is
Tips for "Casting the Net Widely in the Faculty Job Search.
This brochure covers topics such as nondiscrimination in searches, nondiscrimination and affirmative action policy, affirmative action obligations, and Proposition 209.
This is a recording of a presentation on the importance of recruiting and hiring good faculty. It includes is a skit about the search committee.
Small guide on how to establish an effective search committee
This form can be used to help gather feedback on candidates. It provides space for comments on a candidates strengths and drawbacks.
This document is an instrument used to evaluate a workshop on search committees.
This booklets covers: Composing the Search Committee, Committee Activities Prior to the Search, Using Active Recruitment Resources, and Contact Information for Faculty Recruitment.
This wepbpage is a list of links on faculty searchers and visiting scholars
This form can be used to evaluate a candidate on his/her teaching seminar. It asks for 1-4 ratings on things such as 'how clearly was the topic introduced?'
This webpage is a list of links on resources for search committees. Examples include: Unrecognized Bias and Assumptions Brochure and a Faculty Recruitment Toolkit.
This poster provides information on implementing search committee training workshops, a workshop on faculty recruitment, retention, and leadership, and climate surveys. It was presented at the 2008 ADVANCE PI Meeting.
Information about the search process, MIT policies and procedures on searches, guidelines for pre-employment inquiries, resources for diversity, applicant pool data, past hiring data, and MIT information packets for interviews can be found in this document.
Presentation slides for faculty on good practices in faculty recruiting and gender biases in the search process. This is a supplement to the primary presentation.
Solicit written remarks from those that met with or interviewed candidates. A rating form can be developed for this purpose...
If the department hires a woman and/or minority candidate, consider the factors that may have enabled it to do so and keep a record of good practices and successful searches for future reference.
This presentation covers topics such as the composition of search committees, how to create and place ads, and how to recruit for diversity.
The STRIDE Committee provides information and advice about practices that will maximize the likelihood that diverse, well-qualified candidates for faculty positions will be identified, and, if selected for offers, recruited, retained, and promoted at the University of Michigan...
This document is a series of questions to ask a job candidate. It is divided into categories addressing the candidate as a person, her background; the candidate and your college; and, the candidate's management skills.
This page provides links to various resources for conducting a faculty search, with emphasis on best practices for recruiting diverse candidates.
Presentation slides for faculty on good practices in faculty recruiting and understanding gender biases in the search process.
This document is a rubric for evaluating a job candidate.
In this document, we provide URI faculty with research-based information regarding best search practices geared particularly towards recruitment of women and underrepresented faculty. Its purpose is to make the recruitment process fair, objective, and transparent and, in turn, create a more diverse workplace, ultimately adding to the wealth of the intellectual ranks at URI.
This brochure discusses the unconscious biases held when reviewing applicants for a job. Topics include: examples of social assumptions and expectations; examples of assumptions or biases that can influence the evaluation of applicants; examples of assumptions or biases in academic job-related contexts; advice for minimizing the influence of bias and assumptions; and references.
This document is a list of questions that can be raised during a phone reference conversation. An example is "How well do you know the candidate, for how long, and in what capacity?
The strongest predictor of success in recruiting women is the inclusion of women in search committees. The ADVANCE Center for Women faculty, in conjunction with the Dean of Faculties, is expanding existing gender bias training for all members of search committees, committees making decisions on tenure and promotion, and committees making decisions on university and college awards.
Searching for Excellence & Diversity: A Guide for Search Committee Chairs, developed by the University of Wisconsin, Madison
This toolkit is designed to assist units within Michigan State University (colleges, departments, schools) in conducting successful faculty searches.
Link to the FIU ADVANCE Handbook for Faculty Searches and Hiring, containing information on best practices and guidelines for recruiting and hiring faculty.
Document offering a method for department faculty to provide evaluations of job candidates.
It is meant to be a template for departments that they can modify as necessary for their own uses.
The proposed questions are designed for junior faculty candidates; however, alternate language is
suggested in parenthesis for senior faculty candidates.
The goal of the UTPA Recruitment Initiative is to enhance recruitment efforts at all stages of the process by developing plans, training committees, attracting and interviewing more diverse applicants, and enhancing start-up packages for new female faculty in STEM fields.
Information to help create a fair and equitable process for faculty recruiting throughout every stage of the search process.
Examples of common social assumptions that affect faculty searches and the documented realities that renounce these assumptions