II. Before the Search Begins
It is likely to be extremely useful for the search committee, and/or a large group in the college/ department/ program/center, to engage in a review of the national and international context, as well as the department’s or program’s own past history of searching and hiring, before beginning a new search. The department/ program/ center is more likely to be able to achieve the desired outcome if it has some understanding of factors that may have played a role in limiting past success, or fostering past achievements, in diverse recruitment.
Reviewing the Candidate Pool
- Use a personal approach. Outstanding potential candidates often do not apply for advertised positions; they must be contacted by a member of the search committee. The Vice Provost for Academic Diversity can assist when necessary.
- Contact women and underrepresented minority members who have received significant grants or professional recognition and ask for the names of promising women and underrepresented minority scholars.
- Identify the “pools” of qualified candidates for the field as a whole and for subfields in which you are considering hiring. Subfields pools are sometimes quite different from overall pools.
- Target specific individuals from diverse backgrounds whose work or contributions you admire. Post position descriptions that reflect many areas of their skills. Ask individuals for names of students they have mentored.