Best Practices in Recruitment and Hiring

Preparing Your Search

Draft your announcement as broadly as possible to attract a large pool of applicants.
Ensure the University’s EEO statement is prominently displayed in any posting, advertisements or communication.
Appoint a diverse search committee. Consider including individuals in other departments or disciplines.
Know the availability pool for the position. Information about faculty availability is available or you may contact Equity, Diversity and Inclusion (EDI) for more information.

Gear advertising toward reaching a broad audience, and also include advertisements aimed toward underrepresented groups. EDI has compiled a list of Diversity Recruitment Resources.
Use formal and informal networks to connect with potential applicants. Consulting with colleagues, interfacing with potential hires at conferences, and availing yourself of listserv and other online resources can potentially augment the pool of applicants.
Consider applicants and prospects that fall outside of traditional fields or areas.

Treat candidates equitably. To the extent possible, provide the same questions and format for candidate interviews. Provide a welcoming, friendly environment for all applicants.
Ensure questions are reasonably related to the candidates’ qualifications for the position.
Instruct search committee members and others who will meet with the candidates to refrain from asking impermissible questions. This includes questions asked in a formal interview setting, and also questions in informal interactions such as small talk, discussions during hosted dinners and other casual settings.