I’m no longer the most junior member of the department, so I’m not quite as sheltered from service obligations as I was last year. That means that when a faculty position opened up unexpectedly, I got tapped to serve on the search committee. As the woman on the committee, I’m finding myself tasked with making sure that we have a diverse applicant pool. I’m glad that our university is genuine about their support for diversity (at least in applicant pools), and I’m happy to do what I can to make sure this pool is diverse, but … no one has told me how to go about doing so.
So far, the things I’ve come up with are:
- Sending the ad to list-servs that target women and minorities…if they exist and if we can identify what those list-servs are.
- Distributing the ad to list servs that have members outside of academia (government, industry, etc.) so that people on non-traditional career tracks are aware of the position.
- Contacting top departments and faculty and encouraging them to encourage diverse applicants to apply.
- Identify mentoring organizations and use their distribution lists to reach potential applicants.
- Write the advertisement broadly to attract a large pool of applicants.
- Use Rice’s ADVANCE database to identify potential candidates and then contact them and encourage them to apply.
Cornell University’s ADVANCE program also has a flyer with some great tips for recruiting a strong, diverse applicant pool. Unfortunately, some of those tips are things that we should have been doing before starting the search process.
If you have any other resources or ideas for me, please leave a comment. And if you are in the geosciences (broadly defined) and know of list-servs, forums, etc., please please leave a comment or contact me via email.