Academics & Research

Health Equity & Inclusion Hiring Toolkit

Search Process

Search Do’s

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:

  • Professional organizations
  • Section, Department
  • Business, NGO, and government partners
  • Funders and research collaborators
  • Meetings, newsletters, mailing lists, websites
  • Foundation Awardees
  • Trainees and new faculty
  • Contact former students and postdoctoral scholars who are women or from underrepresented groups as potential candidates or for suggestions of other potential candidates.
  • Contact colleagues elsewhere for suggestions of promising candidates who are women or from underrepresented groups.
  • Contact departments at other institutions especially those with a diverse student body.
  • Diverse scholars who have received grants and/or professional recognition can serve as excellent resource persons for referrals. Invite women and URM scholars from other institutions to participate in department sponsored symposia and visiting professorships.

Consider recruitment as an ongoing process:

  • Engage leadership in recruitment early on
  • Seek specific inclusive excellence expertise

Go beyond the usual range of institutions from which you recruit:

  • Utilize directories and rosters of prestigious fellowship programs at both the dissertation and postdoctoral levels that support individuals from diverse backgrounds.
  • Consider candidates who may be currently under-placed and doing excellent work at less well-ranked institutions.
  • Identify potential applicants before they finish training—reach out with letters and calls.
  • Engage historically Black colleges and university (HBCU’s) and Hispanic Serving Institutions (HIS’s).
  • Disseminate through social organizations (i.e., NAACP and LULAC).

Targeted Recruitment

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:

  • Diverse campus and community demographics
  • Special research opportunities with specific groups or in specific settings (e.g., migrant farmers, inner-city communities, special library collections, State/Federal prisons, Native American reservations, industrial plants)
  • Availability of diverse populations to serve as research subjects
  • Presence of other URM faculty
  • Administrative support for people of color to assume leadership positions
  • Possibility of being promoted and achieving tenure
  • Faculty development opportunities and mentors
  • Success of other URM faculty in the program and/or on campus Infusion of diversity issues into the curriculum
  • Social support network in the community
  • Community resources that include ethnic churches, stores, restaurants, hair stylists, and diverse professionals to provide medical, dental, and legal services
  • Availability of a large metropolitan area within a short traveling distance to where institutions are located.

How to Avoid Having Active Recruitment Efforts Backfire

Women and minority faculty candidates, like all candidates, wish to be evaluated for academic positions on the basis
of 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 that
their 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