13 tools to elevate diversity in the faculty hiring process
Attract and hire a more diverse faculty
Explore 13 tools for search committee heads to use at each step of the faculty search process to yield and hire a larger, qualified, and more diverse pool of candidates.
Despite a diversifying student population, the racial demographics of the faculty at colleges and universities has remained largely unchanged. While institutions are increasingly creating strategic goals to increase the diversity of their faculty, the system still works against BIPOC (Black, Indigenous, People of Color) faculty candidates.
To increase the size, quality, and diversity of candidate pools, search committees must infuse DEIJ practices into every step of sourcing, attracting, and hiring BIPOC faculty members. The tools below will help search committee chairs and members implement DEIJ tactics at each step of the hiring process.
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32%
of Black employees feel out of place at work because of their race or ethnicity (The Power of Belonging, Center for Talent Innovation)
Source candidates year-round to set searches up for success
Inclusive search plan builder
Designing an inclusive search process starts well before the job ad is posted. Follow these five steps to execute an inclusive hiring process from the start.
Candidate sourcing data checklist
To create a diverse candidate pool, departments can no longer rely on the “post and pray” tactic. Use this checklist to ensure that potential hires are actively sourced through faculty connections, different conferences and other academic events, and from a variety of institution types.
Prospective candidate star file and sample outreach email
Use a tracker to keep tabs on qualified candidates so that your department has a constant flow of prospective applicants when a position becomes available. We’ve also created a sample email to personally reach out to prospective candidates in the star file when a position does open.
Build an inclusive job ad
Inclusive job description builder
The language in a job ad is an important element of the recruiting process and is candidates’ first exposure to the department and institution. This tool will help you create a job description that encourages a range of candidates to apply. It also provides a sample job description to highlight four areas institutions can focus on to attract as the most diverse and qualified applicant pool.
Department diversity statement tips
Candidates increasingly want to know what DEIJ looks like at the institution and in the department. These tips will help you craft a diversity statement that defines what DEIJ means at your institution, the work being done, and the populations your institution aspires to partner with and serve.
Conduct equitable, candidate-centric interviews
Candidate diversity statement guidance
Many institutions evaluate candidates on their potential to contribute to the strategic priority of DEIJ. This tool provides a diversity statement checklist and a sample rubric for DEIJ statements and interview questions.
DEIJ interview best practices checklist
Departments can increase the size and diversity of their initial candidate pool and the interview pool by using our checklist of practices for inclusive and equitable interviews.
Community resource packet checklist
For prospective faculty members, the decision to accept a new position and relocate is as much as personal decision as it is a professional one. Use this example list of resources to include information about the community where the institution is located on your prospective faculty website or in materials sent to candidates ahead of the on-campus visit.
Assembling a candidate welcome package
To help candidates envision what it is like to work at your institution and live in your community, send all final candidates a welcome package. We’ve created a welcome package list to help you ensure you include information on campus and the surrounding community, personal touches, and more.
Sample candidate pre-wire email and itinerary
Committee chairs should prepare a candidate for their campus visit by sending a pre-wire email several days before the trip. This tool outlines what a pre-wire email should entail, such as hotel arrangements and a detailed itinerary, and shares an example email.
Interview briefing for committee members
Hiring committees benefit from advance preparation to ensure everyone is on the same page. Learn more about why interviewers should receive a pre-interview briefing on the candidate and see an example briefing email.
Evaluate candidates for qualifications, rather than ‘fit’
Sample interview feedback form
We created a chart that lists example criteria to evaluate prospective faculty members. Search committee members should develop their own department-specific criteria and use a similar form to report their reviews of candidates after interviews, responding to the specific criteria rather than merely reporting their general impressions.
Create structured mentorship opportunities
Mentorship tools
Most mentorship programs simply assign new faculty members to a mentor, with little structure or guidance on how to successfully participate in a mentorship. To help colleges and universities build a more formal faculty mentorship program, this tool provides a sample meeting agenda, goal-setting guidance, and a syllabus example.
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