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R
ECRUITMENT PLAN
“Developing and aggressively implementing a comprehensive recruitment plan that uses multiple recruitment strategies simultaneously will
significantly increase the diversity of the applicant pool.”
- Association of American Colleges and Universities
Purpose
The purpose of a recruitment plan is to generate a large and
inclusive candidate pool. This will give the search
committee a larger selection of candidates to review and
thus increase the likelihood of finding the best person for
the position.
Authorization to Recruit
The Authorization to Recruit request should be completed
to obtain permission to fill a vacant position. Search
committee members should be listed and a copy of the
position announcement attached and submitted to the
Executive Vice Chancellor of Academic Affairs for
approval. Affirmative Action plan numbers are
communicated to the Search Committee and/or hiring
manager by the Office of Equity & Diversity through
PeopleAdmin Workflow Vacancy eDoc.
Scope
The scope of a search is determined by the type of position.
All full-time tenure/tenure-track faculty positions must be
advertised at a national level, which means advertising in at
least one national publication. Even if a position does not
require a national search, it may be in the department’s
best
interest to conduct a national search to ensure that it will
recruit the best candidate.
Some academic positions (such as research associates,
scientists, part-time faculty, visiting faculty, or short term
appointments) require only a regional or limited national
search. In these cases we suggest you advertise in regional
publications that are most likely to bring in the most
inclusive candidate pool. Such sources include newspapers
in Chicago, Cincinnati, and Louisville, and direct mailings
to other institutions. You might also look into some
academic e-mail list serves.
If a position will include an international search resulting in
foreign candidates, please contact Human Resources for
advice.
Advertising
To ensure a complete and inclusive pool of
candidates, it is necessary to advertise in multiple
sources, for example, in discipline specific
publications, memos to departments at other
universities and discipline specific professional
organizations. Contact Human Resources for
information regarding the advertising budget.
The Office of Equity & Diversity can provide
assistance in identifying appropriate venues for
publication. Publication deadlines should be noted.
Plan adequate time for routing of Vacancy Notice
eDoc to all required offices (i.e. the Dean, the
Executive Vice Chancellor for Academic Affairs,
and the Director of Staff Equity & Diversity).
Approval must be obtained prior to submission for
publication externally.
The most widely read national publication in higher
education is the
Chronicle of Higher Education
.
This publication provides the widest circulation.
Also, consider nationally read, discipline-specific
publications that may be less expensive but still
provide extensive circulation in a specific discipline.
Direct Mailings
Direct mailings to all comparable departments at
other Big Ten universities or other peer institutions
should be standard procedure in your advertising
plan. These announcements will most likely be
posted on graduate student bulletin boards. Make
them eye-catching and easy to read. Include your
department or university website address so that it is
easy for prospective applicants to get more
information about your department and Indiana
University Southeast. Make sure your address and
deadline dates are clear.
Certain universities graduate large numbers of
minority
Ph.Ds.For a list of these universities see
the
Mailing List for Other Universities
located in
this Search Guide on page 22. For other help finding
direct mailing resources, contact Human Resources.
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