Faculty Recruitment Checklist | Search Committee Toolkit

	Utilize UConn advertising contracts with Diverse Issues in Higher Education and the Higher Education Recruitment Consortium (both New England and Greater New York City chapters).
	Utilize professional organizations and minority caucuses, specifically those targeted toward diverse candidates in the discipline, e.g. Society of Professional Hispanic Engineers for a search in engineering.
	Contact graduate directors and department heads at research universities as well as HBCUs and HSIs to encourage nominations and applications.
	Utilize social networks to increase the visibility of the positions being offered in your school/college and department.
	Call colleagues at various schools to inquire about their interest in the position and to ask them to encourage Ph.D. students and post-doctoral fellows to apply, with an emphasis on members of underrepresented groups. Go beyond the usual range of institutions from which you recruit.
	Use directory fellowship programs at both the dissertation and postdoctoral levels including those that support individuals from diverse backgrounds.
	Advertise in diversity publications, newsletters, listservs, websites, etc.
	Contact people you know in the field. Even if they are not currently looking for a new position, they may know someone who is looking. Contact women and members of underrepresented groups who have received grants or professional recognition and ask for names of potential applicants.
	Network at professional meetings, conferences, lecture series, etc.
	Encourage recent graduates, including minorities and women, from your department to apply for junior faculty positions.
	Identify and contact the people publishing interesting research in the field, giving strong talks nationally, receiving significant grants and recognition, etc. Even if they are not currently looking for a new position, they may know someone who is looking.
	Establish relationships with graduate students, postdoctoral fellows, and other scholars who would be excellent candidates for upcoming positions or who may know other potential candidates.
	Identify prospective applicants who have achieved success outside the typical academic setting.
	Request names of potential candidates from faculty at universities with strong graduate programs in their discipline.
	Review recent searches in your department to determine if there were other top candidates that may still be interested in a faculty position at UConn.
	Contact UConn alumni that have faculty appointments at other institutions and encourage them to recommend the University to their students and colleagues.
	Subscribe to professional organizations’ journals, trade publications, newsletters, listservs, etc., and advertise in their publications and media.
	Utilize the Office of Diversity and Equity, Human Resources, and the Office of the Vice Provost for Diversity as resources and assistance in your search.
	Refer to ODE’s Outreach Guide for assistance if you are unsure of the available professional associations in your discipline. http://www.ode.uconn.edu/search/outreachguide.html