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.