Remember that national publications are not the most effective way to recruit candidates. Instead, personal contacts are most effective.
Encourage faculty and staff attending professional conferences or delivering papers at other academic settings to make personal contacts and/or “market” open positions with women and underrepresented groups.
Explicitly develop networks by soliciting:
Consider recruitment as an ongoing process:
Go beyond the usual range of institutions from which you recruit:
Once minorities are interested in academic careers, additional effort must be made to steer them to available faculty positions in health professional schools, increase their likelihood of becoming hired, and ensure they are offered competitive employment packages.
Specifically identify and reach out to potential minority faculty candidates and create an attractive institutional climate.
While URM faculty candidates are attracted to academic positions for many of the same reasons as non-minorities, minority candidates may be looking for additional factors during their job search, such as:
Women and minority faculty candidates, like all candidates, wish to be evaluated for academic positions on the basisof their scholarly credentials. They will not appreciate subtle or overt indications that they are being valued on other characteristics, such as their gender or race.
Women candidates and candidates of color already realize thattheir gender or race may be a factor in your interest in their candidacy. It is important that contacts with women and minority candidates for faculty positions focus on their scholarship, qualifications, and their potential academic role in the department.
Source: University of Michigan Handbook for Faculty Searches and Hiring