When it comes to actually recruiting diverse faculty/staff members, many search committees report that they cannot find qualified women or people of color to apply for their open positions. Research, however, has shown that committees succeed in hiring women and people of color when they transform the search process, are committed to diversity and are proactive about building a diverse applicant pool.

Transforming the search process requires that the committee do more than simply place ads and wait for applicants to express interest. Search committees can use personal and professional networks of existing faculty, staff and students, and discipline-based organizations, and take advantage of publications and web sites that specialize in the recruitment of diverse faculty members. The following tips can help committees transform the search process.

Existing Faculty, Staff, and Students - Use existing faculty, staff and graduate students to market open positions. Ask faculty, staff and students to take along copies of the job announcement when they travel to academic conferences and meetings. Further, ask that they contact their colleagues and inquire about promising graduate students or new scholars from underrepresented groups. When using faculty, staff, and students in this manner it is important to encourage them to seek candidates beyond those who are most like themselves.

All academic disciplines have professional organizations associated with them. Many have subcommittees on women and/or people of color. In addition, most have both national and regional meetings, newsletters, email mailing lists and web sites. These organizational resources can be key in departmental recruiting efforts. Poll faculty members to determine which organizations are active in the discipline area related to the open faculty position. Distribute job announcements to regional contacts or committee chairs. Follow-up with phone calls to discuss the department's needs and how best to identify promising scholars in the field.

1. Membership on the committee should be reserved for individuals who thoroughly understand the requirements of the position to be filled and who are committed to the mission of the department and the University.
2. The search committee should be composed of individuals from diverse backgrounds in order to provide a variety of perspectives, as well as sensitivity to affirmative action issues.
3. Search committees should have a minority and/or woman as a member or consultant. When possible, women and minorities from the department should be represented on all Search committees. Care should be taken not to overburden these few people with many committee assignments.
4. Women and minorities from other departments may be enlisted to serve on these committees.
5. Contact Human Resources for help on selecting search committee members.
6. Include individuals with different perspectives, expertise and a demonstrated commitment to diversity.
7. Identify two or three key members who will serve as advocates for women and minorities.
8. Ask that your Dean meet with the committee at the beginning of the process to reiterate the importance of inclusion, the advisory role of the committee and the need for confidentiality.
9. Emphasize preference for all inquiries and requests to be referred to the chairperson.
10. Determine how committee members will communicate with each other, the campus community and with candidates.

1. This individual should evaluate all steps of the search process in terms of the goals and principles of affirmative action, including seeing to it that the position is widely advertised and that the search committee does not unconsciously engage in discriminatory practices.
2. This person may be responsible for ensuring that networking to minority and female candidates takes place.
3. This person need not be a woman or minority.
4. The representative (as well as the chair and other committee members) is invited to contact the Affirmative Programs Office anytime during the search process.

One useful suggestion is to give committee members a formal, written "charge to the committee," a memo setting forth the institution's expectations for the position and the search committee's role in helping to fill it. Typically a search-committee charge covers the following essentials:

1. Most importantly, the character of the position to be filled as the institution now views it, extending beyond a job description (which should be attached) to a description of short and longer-term needs/opportunities raised by the vacancy.
2. The tasks and role of the committee in the search, and of its chair.
3. Any institutional sense of scope or limits to the search (e.g., internal, local, statewide, national).
4. A preferred time by which the appointment should be made.
5. Essential characteristics the institution desires in the names brought forward (e.g., relating to goals for diversity, national reputation, related college experience, etc.)
6. Instruction as to the form in which the committee's final recommendations are to be brought forward.
7. A sense of what steps (if any) the appointing officer desires to participate in or be consulted about.
8. If a search firm or consultants will be in the picture, their role in relation to the committee.
9. A description of the search related financial and office resources available to the committee.
10. A reference to governmental and institutional regulations applicable to this search, including needs for record keeping.
11. The role of the committee, if any, after it submits it's recommendations.

1. Be aware of EEO/AA laws (admin.mtu.edu/aao/laws.htm), requirements and obligations. The Affirmative Programs Director is available to meet with search committees.
2. Don't take old practices for granted. Practices that were once acceptable and traditional may be illegal today.
3. Avoid stereotypes (admin.mtu.edu/aao/intv.htm#stereotypes) or preconceptions.
4. Help recruit. Tell friends and people of protected groups about the job opening.
5. Speak out if someone is showing discriminatory attitudes.
6. Review the Human Resources Interview Committee Information Booklet (admin.mtu.edu/hro/forms/interviewcommitteeinfo.pdf).

Think beyond the immediate search steps as you develop your procedures. Just as you are trying to find the best candidate, applicants are judging whether they want to come to the University. In order to impress applicants it's important to have an organized, professional hiring process.