Tips for recruiting university staff through candidate-centered, inclusive hiring

Much has already been said about the business case for diversity, but simply setting goals or metrics for minority hiring is transactional and impersonal. Candidates know the difference between a workplace that is trying to meet a quota versus one that has embraced diversity, equity, inclusion, and justice as part of its culture. To truly attract a diverse set of applicants, your institution must sell itself as an exemplary place to work both professionally and personally.

To begin recruiting a diverse pool of candidates, ensure all public-facing information indicates your institution’s desire to be an inclusive and equitable workplace. Start by reviewing job postings and web pages to make sure hiring information is up to date, policies are transparent, and the content demonstrates your campus’s efforts towards providing a welcoming, safe, and supportive workplace for all.