{"id":1866,"date":"2020-10-27T18:16:20","date_gmt":"2020-10-27T18:16:20","guid":{"rendered":"https:\/\/www.trincoll.edu\/dean-of-faculty\/?page_id=1866"},"modified":"2025-08-11T23:02:04","modified_gmt":"2025-08-11T23:02:04","slug":"recruitment","status":"publish","type":"page","link":"https:\/\/www.trincoll.edu\/dean-of-faculty\/faculty-development\/faculty-hiring\/recruitment\/","title":{"rendered":"Recruitment Strategies"},"content":{"rendered":"

Pre-Search:<\/strong>\u00a0 Begin thinking about how to build the most robust pool of candidates. What strategies will you deploy? Where will you advertise and with whom will you network? All members of the department\/program should be included in these early conversations. Please raise any questions or concerns with your associate dean prior to completing\u00a0Pre-Search Form (Form 1)<\/a>.<\/p>\n

Forming the Search Committee:<\/strong> The search committee itself should be representative of your department or program. Who is being included, and is anyone being excluded? Remember that the search committee is recruiting\u2014not just evaluating\u2014potential candidates.<\/p>\n

Advertisement:<\/strong> Will you place the ad in venues that will be seen by a wide range of candidates? Will not placing the ad somewhere undermine your chances of attracting a strong pool of candidates? In addition to including the College\u2019s template language, could the ad be worded in a way that showcases curricular or campus strengths? Beyond discipline-specific and interdisciplinary professional associations and publications, consider placing the ad in a wider set of outlets.\u00a0 The associate dean for faculty development can provide you with suggestions.<\/p>\n

Recruitment:<\/strong> Be proactive. The goal at this stage\u2014arguably, the most important of any search\u2014is to recruit the strongest pool of candidates. Placing job ads is insufficient for accomplishing this. All members of the search committee should engage in intensive outreach, contacting professional networks. Reach out to colleagues who might know candidates (e.g., department chairs of graduate programs) and to prospective candidates themselves.\u00a0 Contact the associate dean for faculty development to brainstorm resources.<\/div>\n

Evaluating Candidates:<\/strong> Search committee members should protect against common biases and assumptions in reviewing applications. Once the committee meets to narrow the pool, it should discuss explicitly the criteria guiding choices and the rationale for including or omitting candidates.\u00a0 In First-Round Search Form (Form 2)<\/a>, you will have to justify your selection.<\/p>\n

In conducting any preliminary interviews over Zoom, search committees must make every effort to treat all candidates consistently. Assessment criteria should be the same for all candidates, regardless of the technology used. See here for guidelines\u200b<\/a>.<\/p>\n

The following recommendations are borrowed directly from\u00a0Reviewing Applicants: Research on Bias and Assumptions<\/em>\u00a0<\/a>(Women in Science & Engineering Leadership Institute, University of Wisconsin-Madison, 2006):<\/p>\n

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Suggestions for an Inclusive Search:<\/strong><\/p>\n<\/div>\n