After the recruiting period ends, you should evaluate whether your recruiting supported a diverse applicant pool. If diverse candidates did not apply, you should ask why.
If the applicant pool wasn’t as large, qualified, or diverse as you anticipated, consider:
If you did not interview diverse candidates, why?
If your department hires a strong woman and/or minority candidate, consider the factors that may have enabled your department to do so and keep a record of good practices and successful searches for future reference.
Did the search committee promptly and courteously communicate the outcome of the search with both successful and unsuccessful candidates? Communication can leave a lasting positive impression.
If women and/or minority candidates were offered positions but didn't accept them, what reasons did they offer?
If your university has a council on equal opportunity and diversity (or a similar committee), or if it has a women's faculty committee, representative members from these committees should be given the opportunity to meet with final candidates.
They should also be given the opportunity to provide feedback to the committee for searches for chairs of departments and senior level administrative positions with institutional impact.