- 1. What is meant by recruitment?
Recruitment is the active process of finding people to apply for open positions. It involves advertising the position in multiple venues, recruiting at conferences, job fairs, and other similar events, reaching out to known and recommended individuals identified as potential recruits, contacting institutions, programs, and organizations that award degrees or credentials in the discipline or area you are searching, direct mailing, word of mouth advertising, and local and regional advertising when appropriate, among other activities.
- 2. Where can we advertise an open faculty position?
UTC has annual contracts with affinity sources including The Chronicle of Higher Education, HigherEdJobs, Diverse Issues, and Hispanic Outlook in order to target a wide and diverse audience of potential applicants. These venues allow for unlimited advertising throughout the year and the Office of Equity and Inclusion covers the cost of these subscriptions so no additional cost is incurred by the hiring department. In addition, positions should be advertised on websites, job boards, online forums, periodicals, and journals that are specific to the discipline. The hiring department is responsible for any costs incurred for these additional recruiting initiatives and OEI may also be able to assist by subsidizing the cost of applicable listing fees. based on available funding.
- 3. I am serving on my department’s search committee and discovered that an applicant for a job is someone with whom I have co-authored a publication. Despite this, I am certain I can be objective in my evaluation and want to remain on the committee. If I know I can be objective, there isn’t a conflict of interest, right?
There are many different factors to consider regarding conflicts of interest. Whether the committee member believes he/she can be objective is not the only point of consideration, as others may perceive the relationship as presenting an unfair advantage to the one application. This scenario would be classified as a conflict of interest and the recommendation would be for the committee member to recuse themself from the search.
- 4. What is implicit bias? Why is it important in the search process?
Bias refers to assumptions that we make about other people based on our own life experiences and perspectives. It is important to note that these assumptions are often involuntary and subconscious, and everyone has the propensity to have them. In the search process, bias can sway us either for or against people, especially while reviewing application materials. Unchecked bias could result in individuals being overlooked or selected for positions when they otherwise may not have been. Search Committee Orientation provides some tips on how to reduce the impact of bias in the search process and there are many online sources that can help as well.
- 5. What is meant by pool diversity? Does it mean that we have to have a certain “quota” of female or minority applicants?
There are many facets to diversity. While people often think of gender and racial diversity within the context of the search process, diversity may also refer to other protected identities such as persons with disabilities, veterans, age, and national origin, as well as people from different backgrounds, experiences, and perspectives. UTC does not require quotas with regards to applicant pool diversity; however, our goal is to attract a rich and diverse pool of qualified candidates from which we can select the best qualified individuals to join our workforce.
- 6. My colleagues and I are taking a candidate to dinner. Since we are off campus, is it okay for us to ask them questions about their personal life?
Whether on- or off- campus, you are functioning in a formal capacity as part of the search process and all activities involving candidates are considered as part of the interview. Furthermore, as an employee and representative of the University, you are responsible for abiding by the University’s Equal Employment Opportunity and non-discrimination policies. To avoid the perception of discriminatory or inequitable practices, you are strongly advised to refrain from questions or conversations about protected identities, which often involve an individual’s personal life. If a candidate poses questions regarding their protected identity, please offer to refer the candidate to OEI or HR for further information or guidance.