Recruiting a diverse faculty and attaining excellence in our research and educational missions go hand in hand.
We will be at our best when we draw from the full spectrum of talent available, and when our students have access to role models and mentors that share their experiences. Being successful at recruiting members of underrepresented groups in a competitive market requires careful planning, good judgment and a significant, coordinated effort. We can benefit by sharing best practices within our faculty, and by adopting approaches already honed at our peer institutions.
The Faculty of Science Dean's Office and departments share the common goal of attracting the very best faculty members. The following is the explanation of how communication among members of the Dean's Office and recruiting committees should be structured.
Department’s Check-list for Faculty Recruitment
- Review of job search plan and advertisement – Submit to Assistant Dean, HR
- Tracking of applicant pool
- Recruiting-committee orientations by AD Equity and Diversity
- Interview shortlist
- Dean’s Office meetings with the candidates
- Authorization to make an offer to preferred candidate and terms
Contacts for Faculty Recruitment
Assistant Dean, Human Resources
Resources for Faculty Recruitment
- Hiring committee resources for search preparations, interviews, and selection process
- Conflict of Interest Guidelines
- Access and Privacy Guidelines
- Faculty Search Criteria
- Objective excellence evaluation criteria (adaptable Word document)
- Protocol (template) for Skype interview in advance of selecting shortlist candidates (adaptable Word document)
- Reviewing Applicants: Research on Bias and Assumptions (WiSELI, University of Wisconsin-Madison)
- Unconscious Bias in Peer Reviews
- Candidate Pools, Pipelines and Peer Comparisons – Databases