Leigh Settlemoir Dzwik Academic Human Resources Joi Cunningham Office of Inclusion amp Intercultural Initiatives Successful searches begin with successful search committee members trained dedicated and experienced individuals ID: 781186
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Be A Finder and A Keeper of Diverse Talent
Leigh Settlemoir DzwikAcademic Human ResourcesJoi CunninghamOffice of Inclusion & Intercultural Initiatives
Slide2Successful searches begin with successful search committee members— trained, dedicated, and experienced individuals.
Search committees succeed when they build highly qualified, diverse applicant pools.Highly qualified, diverse applicant pools lead to the potential for outstanding hires which, in turn are natural recruitment vehicles for the next searches.Successful Searches
Slide3Transform the search process Commit to diversity through action
Build a diverse applicant pool Avoid exclusionary thinking in recruitment, selection and hiring Be aware of unconscious biasSuccessful Search Committees:
Slide4“They must have attended the ‘right’ school, training program, etc.”
Consider the situation of the National Football League. If they only considered those from traditionally outstanding programs (e.g., Oklahoma and other Big 12 schools), would John Elway have had the opportunity to lead the Broncos to two Super Bowl victories? An Example of ‘Exclusionary Thinking’
Slide5Unconscious bias is based on a stereotype.A stereotype is a standardized mental picture that represents an oversimplified opinion, affective attitude or uncritical judgment about a group. (Merriam Webster Online).
MIT/University of Chicago study – sent 5000 resumes to help wanted ads in Boston and Chicago with stereotypical white and black names.Unconscious Bias
Slide6The composition of the search committee is critical to its success. Involve people with diverse perspectives and fresh ideas.
Note: Departmental faculty not on search committee still play critical role in search process.Search Committee Composition
Slide7Search Committee Myths
Fact or Fiction
Slide8The few faculty of color are being sought out
by numerous institutions, and are not affordable.Fiction!Reality ~ Some minority and women faculty weigh location and job environment more than salary —so market your assets!Fact or Fiction?
Slide9Faculty of color won’t select academe—they
choose more lucrative positions in government or industry.Fiction!Reality ~ Minority and women PhDs are no more orless likely to work in academe than other PhDs.Fact or Fiction?
Slide10Minority scholars are not available in the STEM disciplines.
Fiction!Reality ~ Although numbers are low recent PhDs and Post Docs are available.Fact or Fiction?
Slide11So, Where do we Begin?
We need to know what role each affected area plays in the search process.
Slide12Key Faculty Search Areas
Slide13Search Committee
Prepares selection criteria, evaluation information and advertisements.Corresponds with
applicants.Screens candidates and recommends for interview. Conducts interviews and reference checks.Recommends candidates to hire.
Key Faculty Search Areas
Slide14Department Chairperson (if applicable)Appoints search committee
Approves recommendations of search committeeInterviews candidatesDean/DirectorApproves recommendations of search committeeInterviews candidatesPrepares offers to candidatesKey Faculty Search Areas
Slide15Inclusion Director/Provost’s OfficeApproves recommendations of the search committee
Interacts with search committee regarding proceduresSummarizes candidate data and information relative to protected groups with regard to the positionKey Faculty Search Areas
Slide16Cast a Wide Net
It’s important to recruit from a wide range ofsources and use a variety of methods to cast a wide net. If you need extra resources, contact the Office of Inclusion.Tip
Slide17Do not post job announcement until:
1) Search Committee has reviewed 2) Dean/Director has reviewed and approved 3) Office of Inclusion has reviewed and approvedJob Advertisement RULE
Slide18If you are not going to consider applicants, until all materials are received, indicate so in your job ad.
Remember… Outstanding candidates often do not apply for advertised positions—you must ‘court’ these potential applicants.Graystone Advertising – make them work for you!TIPS
Slide19Change in the law related to permanent residency-- National Print Ad No Longer Required!! Can still place national
print advertisement but can use electronic or web-based national professional journal too.What is required if use electronic or web-based national professional journal?Advertisement must be posted for at least 30 calendar daysDocumentation of advertisement placement requiredDocumentation of advertisement placement must include evidence of the start and end dates Documentation of advertisement placement must show text of advertisementNO POSTION WILL BE APPROVED FOR INTERVIEW UNLESS THERE IS DOCUMENTATION OF ADVERTISEMENT PLACEMENT. TEAR SHEETS OR SIMILAR DOCUMENTATION MUST BE UPLOADED TO THE PEOPLE ADMIN SYSTEM AS PART OF THE INTERVIEW PROCESS.
Recruitment Guidelines Regarding the Immigration Process
Slide20Search Committee Methods
Slide21Cannot give the appearance of or favor relatives or those with which you have a personal relationship
No involvement in the search processNo direct or indirect line of supervisionSuch relationships must be disclosed to Academic Human ResourcesMight pose a conflict of interest in contravention of Board of Trustees policyConflict of Interest Policy In the Appointment and Assignment of Related EmployeesNepotism
Slide22Invite minority and women scholars to campus to present symposia, etc.
Provide mentoring and other resources for junior faculty, esp. important for women and minority faculty.Build cultural competency into clinical and educational experiences.Build diversity into curriculum.Sample Initiatives to R&R Diverse Talent
Slide23Messages start with words and behavior of leaders (deans, department chairs, etc.).Build networks and resources/ continuous recruiting.
Grow the pipeline.Champion Diversity Initiatives at OU – ERGs, programming, Welcome Committee, policies!!Sample Diversity Initiatives (cont’d)
Slide24ALL
search committee members share responsibility to attract diverse pool and ensure fair and equitable treatment of all applicants.Committee Member Responsibilities
Slide25Telephone callsPersonalized letters to potential applicants
Personalized emailsTalk face-to-face with people who might nominate candidatesOutreach Activities
Slide26Approach potential candidates at professional meetings.
Consult with diverse faculty members on campus about outreach activities.Contact traditional professional organizations that have affiliated groups for women, minorities, and other underrepresented groups.Other ideas?Outreach Activities (cont’d)
Slide27Committee must establish selection/evaluation criteria and scoring process
before reviewing applicant materials. Internal applicants should not participate in the evaluation process of other applicants. RULES
Slide28Treat all applicants consistently and fairly.
Be courteous and prompt in correspondence.Remember your own experiences as an applicant.Applicants
Slide29The search committee does not need to wait until the materials submission deadline to review applicant materials. Review may begin at any time.
Tip
Slide30Everyone’s Materials Are In…
Now What??
Slide31All discussions among committee members are confidential.
Applicant names and materials should be kept in secure location.
Confidentiality breeches should be disclosed to committee chair.RULES - CONFIDENTIALITY
Slide32Formal selection interviews are conducted by the search committee and sometimes additional evaluators.
Must be consistent for all applicants.Use questions that cover major job functions and desired skills/abilities only.Must ask same questions of all applicants, but can ask varying follow up questions depending on applicants’ answers and/or experience/education.Use interview questions to probe ‘potential’ using ‘what if’ type questions.Interview Format
Slide33Committee members who miss some or all of the interviews should not participate in discussions of rank ordering of applicants, but may provide comments on those that they attended.
You or the applicant have questions Academic Human Resources Ex:2922Office of Inclusion Ex:3496Interview Tips
Slide34Inappropriate interview venues:
Sporting EventsGentlemen's ClubDinner with Partner/Spouse and Family House PartiesInterview Tips (cont’d)
Slide35Do not ask about or discuss the following
(even if applicants volunteer the information): - age - sexual orientation - marital status - religion - children (present or future)
- ethnicity/culture - veteran status - disability status - Pregnancy and Health
RULE
Slide36Arrange for applicants to meet with other faculty of similar interests or backgrounds on campus.
Prepare ‘welcome packet’ for campus visits (e.g., handbooks, school/dept policies, benefits summary, web site info, regional activities, chamber of commerce materials, etc.).MI-HERC – Dual Career Issue Ensuring a Positive Campus Visit
Slide37Concern about struggles with promotion due to race/ethnicity (perception that they might not ‘fit the profile’)
Having gender/ethnicity given more attention than credentials (often report that their race is mentioned first, not their academic credentials)Being expected to work harder than non-minority/male colleaguesConcerns of Minority/Women Faculty
Slide38Being treated as a token and feelings of isolation
Being expected to handle minority affairs (expected to be ‘experts’ on their racial or ethnic group)Concern about whether they can maintain their cultural identity under pressure to ‘fit in’More Concerns
Slide39Connecting faculty with campus resources and support
Mentoring programsClearly stated standards and procedures for advancementWays to Address Concerns
Slide40No negotiations with finalists, even verbal, are
to occur prior to Provost’s Office review andapproval of the search and the finalist list.RULE
Slide41Not enough time to perform a searchRenewing a visiting faculty contract (must be completed each year)
Outstanding individual (with detailed explanation attached)Make certain to attach CV to the completed form for submission/approvalWhen to Use Faculty Search Waivers
Slide42Turner, Caroline S.V. 2002.
Diversifying the faculty: A guidebook for search committees. Washington, D.C.: Association of American Colleges & Universities. www.aacu-edu.orgBarker, Kathy. 2002. At the helm: A laboratory navigator. Cold Spring Laboratory Press. (Covers personnel issues in a laboratory setting. Geared toward new Principal Investigators.)Faculty Search Resources
Slide43http://
www.oakland.edu/ahr Academic Human Resources websitehttp://www.oakland.edu/?id=59&sid=66Office of Inclusion and Intercultural Initiatives website
Faculty Search Resources (cont’d)
Slide44Questions?