Tenure-Track Search Process Guide

4.0 Actively recruit an excellent and diverse pool of applicants

4.1 Candidate pool information
4.2 Visioning the department
4.3 Tips and guidelines for building a diverse pool of applicants
4.4 Resources


4.1 Candidate pool information

The Dean responsible for hiring will provide department/program-specific data on 1) the gender and race of department/program hires in the past five years, 2) the percentage of females and underrepresented minorities among tenured and tenure-track faculty and students at Gustavus, and 3) ethnicity/race information of PhD recipients within the discipline from the past one to three years.

4.2 Visioning the department

What is the vision of your department or program with regard to equity and inclusion? How specifically could a person meet this vision? What would they accomplish? The more closely the position meets the vision, mission, and goals of the department, the better.

Publicize the current diversity initiatives within your department/program (e.g., community service, cultural programs, workshops/trainings, scholarships, etc.) Spotlight faculty that work on research in areas that relate to diverse populations. Review your department/program website for text and images that reflect a commitment to diversity and inclusion.

Create a wish list for future hires. Discuss this wish list with any programs that could associate/integrate with the hire. Positions that can fulfill more than one need in the college are particularly important. For example, your department may need to hire a person to teach three courses that are critical to the department. Another program may need to hire a person to teach three of their courses. One joint hire could fulfill both needs.

4.3 Tips and guidelines for building a diverse pool of applicants

Active recruiting for your open position

Each fall the College places a block ad that lists all tenure-track searches in the Chronicle of Higher Education, and Diverse Issues in Higher Education. In addition, the full position announcement appears on the Gustavus Human Resources website, LatinosInHigherEd.com, UpperMidwestHERC.org, the Consortium for Faculty Diversity website, and the National Registry of Diverse and Strategic Faculty. The Human Resources Office submits all job announcements to HigherEdJobs.com.

Now is the time to actively recruit. Every member of the search committee will be actively involved in the recruiting process.

  1. Identify the five graduate programs that graduate the largest numbers of underrepresented scholars in the area of the hire. Reach out to the department chairs at these schools, send the ad, and request the names of potential applicants.
  2. Have search chair and members reach out to colleagues at institutions that have diverse faculty and students to identify high-potential female and underrepresented minority candidates and encourage them to apply to the position.
    1. University departments that graduate large numbers of women and underrepresented minorities. Information about universities that have a high graduation rate for women and underrepresented minorities is available 
at http://www.nsf.gov/statistics/srvydoctorates/.
    2. Write to historically Black, predominantly Latina/o, and tribal college and universities to secure list of doctoral students in the appropriate field.
    3. Women and underrepresented minority faculty whose work you, your colleagues, or students admire may be able to recommend colleagues or students.
    4. Ask current faculty and alumni to help market positions by taking copies of job ads to conferences and meetings.
    5. Ask all members of the department/program to contact their colleagues at other institutions to inquire about promising graduate students, post-docs, or visiting faculty colleagues from underrepresented groups.
  3. The Search committee chair should send an email to all of the recommended applicants, inviting them to apply.
  4. Advertise broadly, including to interest groups with diverse faculty audiences.
    1. Advertisements can be posted in publications that specifically target women and underrepresented groups.
    2. Mailing lists for women and underrepresented minority caucuses within professional associations can be another way of disseminating information of the position. There are also databases of CVs of African-American faculty who wish to be considered for positions at other universities. One example of this is available through the Journal of Blacks in Higher Education.
    3. Alumni publications and affirmative action offices of women’s colleges, historically black colleges and universities, and other institutions that have a strong track record of serving Hispanic and Native American students are good places to advertise the faculty position. 

    4. Contact the National and/or State Black or Hispanic Caucus organizations.
  5. Take advantage of social media (e.g., Facebook, Twitter, LinkedIn) to attract a broader pool of applicants by distributing the ad through a committee member’s, unit’s, or academic organization’s account, or by reaching out to prospective applicants directly through their accounts.

Remind each committee member that they are responsible for recruiting underrepresented scholars to apply.

Building and developing a diverse professional network

The idea is to build a list of potential candidates for a position that you aim to add in the future. When this position is approved, you may return to that list and invite candidates to apply for the position. Things to do:

  1. Each time a department/program member attends a conference, have them scout for, and introduce themselves to, potential candidates for the future hire.
  2. Bring newer underrepresented scholars to lecture at a department/program event.
  3. Research available lists that rank the institutions that are successful at graduating women and underrepresented minorities in your field. Diverse Issues in Higher Education publishes an annual report ranking institutions on their graduation of minority students. These rankings are available online at: http://diverseeducation.com/top100/ See additional information in the resources section below.
  4. Establish professional relationships with colleagues and related departments at institutions with a strong record of graduating women or minority PhD students. Such institutions may include Historically Black College and Universities, institutions with high or predominantly Hispanic enrollment, and institutions enrolling 50% or more minority students. The US Department of Education provides a list of these institutions: https://www2.ed.gov/about/offices/list/ocr/edlite-minorityinst-list.html.
  5. Task one member of the department/program as the “recruitment specialist,” tasked with keeping lists of potential candidates.

4.4 Resources

Template faculty advertisement

Dept: Position Specialization

Position Details: Gustavus Adolphus College invites applications for a [full-time/part-time] [one-year/three-year/tenure-track] position of [Assistant Professor/Visiting Instructor/Visiting Assistant Professor] in the Department of _ to begin September 1, 20__.

Required Qualifications: We seek candidates who have an earned doctorate in _ (or a related field), but will consider candidates who have achieved ABD status. The successful candidate will have prior experience as/in _. Candidates must have demonstrated excellence in teaching. A commitment to undergraduate teaching and advising is essential.

Preferred Qualifications: We are interested in applicants who will complement our commitment to students and faculty from diverse groups, and who will diversify the expertise and experiences represented in the department.

Major/Essential Functions: Primary teaching responsibilities will include __, and contributions to general education. Gustavus faculty engage in teaching, research, and service.

Application and Institution Information: Electronic application is required; email application materials as separate PDFs to __@gustavus.edu. The application materials must include a letter of application; curriculum vitae; statement of teaching philosophy; statement of research interests; transcripts (scanned copies acceptable); and the names and contact information for three professional references. At least one of the references must be able to specifically address teaching experience and excellence. The cover letter should be addressed to:

Dr. __, Chair
Department of __
Gustavus Adolphus College
800 W College Ave
Saint Peter, MN 56082-1498

Application information is also available at https://gustavus.edu/jobs. For more details, visit the College’s website at https://gustavus.edu/provost/newfaculty/ or contact Dr. __ at __@gustavus.edu. For full consideration, applications must be received by __. While applications may be accepted after this date, it is not guaranteed that they will be considered. Finalists will be asked to submit [recordings/syllabi/publications/student evaluations]. Interviews will be conducted at the ___ conference.

Gustavus Adolphus College is a coeducational, private, Lutheran (ELCA), residential, national liberal arts college of 2200 students. The College maintains a longstanding commitment to excellence through diversity with a special emphasis on global engagement and service. Additionally, we strive to be a community supportive of all kinds of individuals and families. As an Affirmative Action employer, it is the policy and practice of Gustavus Adolphus College to provide equal employment opportunities for all. EOE Employer/Disabled/Vet

Recruiting and networking resources

National Higher Education Recruitment Consortium: The National Higher Education Recruitment Consortium (HERC) has developed a customized higher education CV/resume database, available online at: www.hercjobs.org. The database currently contains the vitae/resumes of over 4,000 prospective faculty and staff.

Accessing the database is free for all Upper Midwest HERC member institutions and there is no limit to the number of accounts per institution. We encourage departments that are seeking to fill open positions to utilize this valuable resource. The database can be searched by criteria such as academic discipline, key words (e.g., post doc), education, and relocation preferences.

To gain access to the database, contact Mary Everley, Director, UMW HERC, at umwherc@umn.edu or 612-626-0775.

The Consortium for Faculty Diversity: The Consortium for Faculty Diversity (CFD) is committed to increasing the diversity of students, faculty members, and curricular offerings at liberal arts colleges with a particular focus on enhancing the diversity of faculty members and of applicants for faculty positions. Their database of prospective faculty members can be accessed online. Please email Shanon Nowell (snowell@gustavus.edu) for additional information about accessing this resource.

National Registry of Diverse and Strategic Faculty: This website offers the opportunity to search for candidates from underrepresented groups by discipline. If you identify a potential candidate, you should send that person the position announcement with a brief letter inviting an application.

  • Go to: https://www.theregistry.ttu.edu/
  • When you go to the website, select the “Institution Login (Limited Access)” link. Select “Search Candidate Database,” then enter the following information to log in:
  • Institution Login: gustavus150
  • Password: search

University of Minnesota Office for Equity and Diversity and the Graduate School: The Office of the Provost will share Gustavus faculty advertisements for distribution to graduate students and post-doctoral fellows from historically-underrepresented groups whose education and background match the needs of our positions.

Committee on Institutional Cooperation: The Committee on Institutional Cooperation (CIC) Doctoral Directory is a listing of doctoral degree recipients who are members of groups underrepresented in higher education and who are alumni of the participating universities. The Directory is designed to increase the visibility of doctoral alumni who bring diverse perspectives and experiences to higher education. The Directory is promoted among hiring committees at CIC member universities and the searchable, online database is freely available to the public.

Website: http://www.cic.net/students/doctoral-directory/introduction

Ford Foundation: This directory contains information on Ford Foundation Postdoctoral Fellowship recipients awarded since 1980 and for Foundation Pre-doctoral and Dissertation fellowship recipients awarded since 1986. The database can be sorted by award year, field of study, current institution, current state, or last name. Access to this database is free.

Website: http://nrc58.nas.edu/FordFellowDirect/Main/Main.aspx

Mellon Minority Undergraduate Fellowship Program: The fundamental objective of MMUF is to address, over time, the problem of underrepresentation in the academy at the level of college and university faculties. This goal can be achieved both by increasing the number of students from underrepresented minority groups (URM) who pursue PhD’s and by supporting the pursuit of PhD’s by students who may not come from traditional minority groups but have otherwise demonstrated a commitment to the goals of MMUF. They provide an online list of minority PhD’s and their dissertation, book, and article titles in all fields.

Website: http://www.mmuf.org/

University of California President’s Postdoctoral Fellowship Program: The University of California President’s Postdoctoral Fellowship Program was established in 1984 to encourage outstanding women and minority PhD recipients to pursue academic careers at the University of California. They offer a list of fellowship recipients and continuing fellows.

Website: http://ppfp.ucop.edu/info/fellowship-recipients/

University of Michigan President’s Postdoctoral Fellowship Program: Beginning in 2011, the University of Michigan joined in a collaborative partnership with the University of California to offer postdoctoral fellowship opportunities. They offer a list of fellowship recipients.

Website: http://presidentspostdoc.umich.edu

Additional advertising venues

American Indian Science & Engineering Society: The mission of the American Indian Science and Engineering Society (AISES) is to substantially increase the representation of American Indians and Alaskan Natives in engineering, science, and other related technology disciplines. AISES works to promote, initiate, and provide educational services for American Indian and Alaska Native pre- college, college and graduate students in STEM. AISES also supports early, mid, and executive level professionals in STEM through professional development, mentoring, networking, community service, and awards programs and initiatives.

Website: http://www.aises.org

Association for Women in Science: The Association for Women in Science is a leadership organization that has advocated for the interests of women in science and technology, for nearly 40 years. The Association has fought for equity and career advancement for women – from the bench to the boardroom. They are organized through a nationwide network of chapters and partnerships with aligned professional organizations.

Website: https://www.awis.org/

The Hispanic Outlook in Higher Education: This magazine has been a top information news source and the sole Hispanic educational magazine for the higher education community.

Website: http://www.hispanicoutlook.com/employment-opportunities/

JustGarciaHill Jobs: JustGarciaHill is dedicated to three outstanding minority scientists: Ernest Everett Just, 1883-1941; Fabian Garcia, 1871-1948; and Rosa Minoka Hill, 1875-1952. Their goal is to provide a supportive environment that will stimulate underrepresented minorities to pursue and strengthen scientific output in the United States and improve the health and well-being of minority and underserved communities.

Website: http://justgarciahill.newscientist.com/

INSIGHT Into Diversity: Formerly the Affirmative Action Register, INSIGHT Into Diversity is a national magazine and a premier source of information for one million monthly readers seeking in-depth news, reports and commentary on issues surrounding all aspects of diversity and inclusion. Highly regarded for its extensive career opportunity listings, INSIGHT Into Diversity continues to successfully connect employers to the most highly qualified individuals regardless of race, color, national origin, religion, gender, age, disability, gender identity or expression, or sexual orientation.

Website: http://www.insightintodiversity.com/

Minority PostDoc: MinorityPostdoc is the premier web portal on the minority postdoctoral experience especially in the science, technology, engineering, and math (STEM) disciplines. They feature articles, resources, and events about career advice, professional development, jobs, funding, fellowships, mentoring, and diversity issues. The job page publishes postdoctoral and professional job/opportunity advertisements for all employment sectors: academia, industry, government, non-profit, etc.

Website: http://www.MinorityPostdoc.org/view/jobs.html

Nemnet: A national minority recruitment firm committed to helping schools and organizations in the identification and recruitment of minority candidates. Since 1994 it has worked with over 200 schools, colleges and universities and organizations. It posts academic jobs on its web site and gathers vitas from students and professionals of color.

Website: http://www.nemnet.com

Other Online Resources:

www.norc.org/Research/Projects/Pages/survey-of-doctorate-recipients-.aspx

Templates for soliciting applications and nominations

Template for Email requesting applicant suggestions

Dear _____,

We are advertising for a tenure-track position in _____. As part of the recruitment process, we are contacting scholars in the field to request names of potential applicants. If you have ideas for anyone who might be interested in the position, please send them to me. We are interested in diversifying our faculty, particularly in the areas of women, minorities, individuals with disabilities, and veterans.

Attached you will find the position announcement. Please share widely. Thank you in advance for any recommendations you might make.

Yours sincerely,

Template for Email inviting suggested applicants to apply

Dear _____,

We are advertising for a tenure-track position in ____. As part of the recruitment process, we contacted scholars in the field to request names of recommended potential applicants. You were suggested by ______.

We invite you to apply for this position. Attached you will find the position announcement. We also invite you to share this announcement with others who may be interested. Please be in touch if you have any questions.

Yours sincerely,


Last modified: 9 November 2017, by Shanon Nowell