Promising Recruitment Practices: Hiring and Promoting a Quality and Diverse Faculty Kelly Ward Professor and Interim Chair Department of Educational Leadership & Counseling Psychology College of Education Briana Keafer Research Assistant, ADVANCE Doctoral Student, Higher Education

The Importance of Good Recruitment It’s expensive and a major investment It could be a while before get to hire again It’s complicated (dual career couples, work family, etc) An opportunity to add to the community New energy and expertise Revitalize departments A good hire is essential to maintain departments

Recruitment: A Holistic View Effective recruitment starts long before the official search process Recruitment encompasses a larger process of culture building and attention to community Creating a diverse faculty is about building a quality faculty Clarity, candor, community, and consistency

Ideas and Best Practices Review of the literature (books and articles) Examination of other ADVANCE grantee materials Disciplinary association websites Institutional programs and websites Research related to faculty and department chairs

Before the Search: Getting Ready Strategic planning so departments know what they want in terms of a new hire  Diversity  Areas of specialization  Rank  Roles Set the tone for diversity/quality—be clear about goals for diversity Know programs and priorities on campus with regard to diversity Maintain healthy and inviting departmental communities

Before the Search: Getting into “Recruiting Mode” Always be thinking about building faculty Recruitment is not just about when a job is open—keep a fit department! Always be in recruiting mode and thinking about people to develop a quality department What worked last time? What didn’t?

More about recruiting mode Be cognizant of the pipeline in your area— locally and globally Cultivate potential faculty from undergraduate and graduate ranks Prepare faculty for recruitment process Involve all faculty in recruitment process

Other Recruitment Ideas INTENTIONALITY—if want the same types of hires, do the same thing If want new and different kinds of faculty need new practices Finding fit without being exclusive

Search Committees: Form and Function Create thoughtful and forward thinking search committees Identify strong leadership Search committees represent existing faculty and represent the types of candidates you want to attract Get help if you need it-- HR specialists, past committee members, books, training manuals Ask recent chairs for ideas related to successful searches Other ideas??

Developing a Strong Applicant Pool No more business as usual If you want a diverse pool, you must do diverse things to get one Be creative Advertising—think beyond traditional venues Other ideas?

Casting a Wider Net Personal contacts Conferences and conference subcommittees (e.g., women in science) Different types of conferences—discipline and discipline subspecialties Broader definition of expectations/specialization What else has worked?

Screening Process: Maintaining Fairness Be aware of gender bias—it’s subtle Avoid early and premature screening Consider masking identity of applicants in first screening Consistent evaluation of all materials Maintain commitment to a diverse pool throughout the whole process Other ideas, experiences?

Interviews and Site Visits: Making a Good Impression Consider early site visit—pre-interview Put your best foot forward Highlight mutual interests and expectations Introduce candidate to a broad base of faculty on campus—think beyond the department Provide comprehensive information about campus and community programs and policies (e.g., area schools, child care, policies related to work-family, health care) Other ideas?

Conducting Good Interviews A common list of questions Provide comprehensive information about department faculty and other potential faculty with common interest Provide multiple opportunities and settings to meet faculty HAVE GOOD MANNERS!!! Other thoughts?

“After the offer, before the deal” Make the offer—know all resources available Be comprehensive and clear in what the offer entails (e.g., computers, lab equipment, graduate students) Identify particular needs (e.g., dual career couples, child care, housing) Maintain contact throughout the process Other?

The Forgotten Frontier: After the deal, before the arrival Maintain contact Identify point person for questions Provide information about local resources Get the department ready for a new hire— office space (clean, furnished), business cards Other thoughts?

After the Search RETENTION Maintain leadership Climate If people leave, know why Debrief on what worked, what needs to be changed

Your wisdom related to searches What works? What doesn’t? Promising practices? Pitfalls?