• Overview
• Resources
• • Recruiting Faculty
• - Prepraring Your Search
• - Expanding the Pool
• - Recruiting Talent
• - Identify Candidates
• - Interviewing
• - Making an offer
• - Retention & Success
• • Recruiting Staff
• • Accomodating Students/Employees
• Community Involvement
• Building Diversity Into University Processes
• Measuring Results

Identifying Candidates

The best search process is an active one. Advertising is only one step, and is perhaps the least effective. Successful search committees have found the following strategies to be helpful in identifying potential candidates:

• Use personal and professional networks to identify potential candidates, including professional associations and colleagues at other institutions.
• Telephone potential minority candidates and invite them to apply.
• Tap into existing relationships with HBCUs or consult with them for nominees.
• Use minority administrators, faculty and support groups to assist them in identifying candidates.
• Search outside of academe, considering former faculty members or individuals with the potential to serve as faculty members.

Recruitment Checklist

1. Are procedures in place to ensure that minority candidates are reviewed carefully, with an eye to being inclusive rather than exclusive?
2. Are steps taken to ensure that minority candidates are included in the final pool?
3. Have the screening criteria been reviewed to ensure that they are not working against minority candidates?