V. Recruiting Activities During the Search

Broadening the Hiring Net Suggestions

  1. Actively contact faculty mentors and prospective candidates.
  2. Connect with prospective candidates, particularly women and underrepresented minorities, by networking at the discipline specific conferences.
  3. Consider mailing position announcements to graduate schools in your field, and be sure to include those universities with diverse student populations, state universities as well as private ones, women, historical black colleges and universities and hispanic serving institutions . (Refer to lists in Appendix 10)
  4. Include at least one print advertisement in a professional journal in order to meet legal requirements for hiring international faculty.
  5. Assemble a pool that at least meets the percentage of women and other underrepresent minorities in the field over the past five years.
  6. Consult data from your professional association or the National Science Foundation.
  7. Extend your search using the various strategies discussed above if you conclude that the pool is insufficiently diverse.

Active Recruiting Practices

  1. Collaborate on research or publications with women and underrepresented minorities at other institutions.
  2. Establish a working relationship with similar departments at institutions with substantial numbers of women and underrepresented minority members.
  3. Invite scholars and administrators who are women and underrepresented minority members from other institutions to participate in symposia, visiting professorships, seminars, and workshops. A one-year long visiting professorship to replace a faculty member who is on leave will help meet your instructional responsibilities and strengthen the link between Lehigh University and a similar department/college at another institution.
  4. Inform national higher education associations of present and possible future faculty positions. A number of these associations have special interest groups or minority caucuses.

Prescreening of Candidates

It is suggested that the search committee undertake a process of prescreening applicants before selecting those who will be invited for on-campus interview process. Prescreening may occur via phone or Skype interviews, or face-to-face at a conference. This important step of prescreening will assist with weeding out candidates who may not possess the qualities needed for the specific faculty position. Additional suggested guidelines follow.

  1. Inform candidates about the Interdisciplinary Networking Committee program.
  2. Work to minimize the effects of unconscious and conscious stereotypes in prescreening/screening. Keep in mind that some institutions of education have only recently begun serving women and minorities. Keep an open mind, and do not allow an institution’s reputation alone to diminish its value.
  3. Give weight to all candidates interested in women’s studies and/or multicultural scholarship during the prescreening/screening process, not just women and minorities.

Creating the Short List

  1. Define terms of evaluation up front and apply these criteria consistently. Consider all candidates using these criteria. Looking at the entire pool at once can help keep the evaluation focused on previously agreed-upon criteria and in the context of other applicants.
  2. Make every effort to interview more than one woman or member of another underrepresented group as appropriate to the composition of your department. Social science research indicates that when multiple candidates are considered, emphasis is placed on qualifications rather than gender or ethnicity.
  3. Place suitable value on nontraditional career paths.
  4. Consider the candidates’ experience as collaborators and in mentoring students from diverse backgrounds, in addition to their of teaching and scholarship.
  5. Place emphasis on quality of scholarship and teaching rather than the elite status of candidates’ degree institutions.
  6. Expand the number of on-campus interviews to broaden the pool of semifinalists if necessary.

Interdisciplinary Hiring

Hiring of interdisciplinary faculty at Lehigh, occurs through:

  1. Formal joint appointments (see R&P 2.2.3.1).
  2. Appointment letters specifying responsibilities to departments and interdisciplinary programs.
  3. Informal interdisciplinary arrangements.
  4. Position descriptions created as broad as possible to avoid limiting the candidate pool, while keeping recruitment criteria and expectations clear.
  5. Memorandum of understanding (MOU) drafted prior to the search for all interdisciplinary hires similar to that described in R&P 2.2.3.1. to establish clear expectations
  6. Include responsibilities, fields of research, expectations, service, space needs and budget.
  7. Revise to reflect the particular circumstances of the hired faculty member.

Table of Contents

  1. Introduction
  2. Before the Search Begins
  3. Legal Issues & the Search Process
  4. Initiating the Faculty Search Process
  5. Recruiting Activities During the Search
  6. Managing Campus Visits
  7. Final Selection of a Candidate
  8. Negotiating Contracts / Offers
  9. Evaluating the Search

APPENDIX

  1. Faculty Recruitment & Initial Appointment Checklist
  2. Faculty Employment Request Form
  3. Permission to Advertise Request Form
  4. Reason for Declining Faculty Appointment Offer Form
  5. Workshops to Support the Process
  6. Principles of Our Equitable Community Document
  7. Lehigh University’s Core Values
  8. Board of Trustees Diversity Statement
  9. Equal Opportunity / Affirmative Action / Non-Discrimination Policy
  10. Resources for Recruitment: Workshops, Publications, Organizations & Websites
  11. College & University Addresses
  12. Women & Minority Institutional Doctoral Directory
  13. Women & Minority Doctoral Award History
  14. Readings on Diversity, Gender & Faculty Recruitment
  15. Handbook References
  16. Faculty Search Resources
  17. Lehigh University Administrative Offices to Support Faculty Search