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 |