Best Practices in
Searching For
and Hiring
New Faculty
ADVANCE-NE
Faculty Committee
Concetta DiRusso, Chair
Oct. 11, 2012
ADVANCE Faculty Committee 2008-2012
Shireen Adenwalla
Alexandra Basolo
Erin Blankenship
Andrea Cupp
Concetta DiRusso
Tracy...
The University of Nebraska Board of Regents Policies
pertaining to Equal Opportunity/Affirmative Action Guidelines
(3.1.3)...
Achievement of Excellence
• Breadth of Thought
• Breadth of Experience
• Breadth of Expertise
• Innovation in Approach
• I...
Why are we doing this?
For them:

SBS
Anthropology
Earth and Atmospheric Sciences

Physics and Astronomy

College of Arts ...
Why are we doing this?
For them:
Chemical Engineering
Agricultural Engineering

Electrical Engineering
Computer Engineerin...
Why are we doing this?
For them:

Statistics

Biochemistry

Institute of Agricultural Sciences
and Natural Resources
Food ...
Portrait of Change Over Time

1955

2012
Portrait of Change Over Time

1962

2002
The Impact of Diversity Practices:
Nobel Prize in Physiology and Medicine 2009

Elizabeth H. Blackburn

Carol W. Greider

...
Impact of diversity in the corporate world
Impact of diversity in the corporate world

 Tested the performance of 2,360 companies globally
over the last six years
...
What is the value of a diverse faculty?
 Prepares the future generation to be
leaders in a changing global environment
 ...
Excellence and diversity go hand in hand:

 The search process should ensure that there are
outstanding women and minorit...
Where do we stand today?

Prepared by: Mindy Anderson-Knott and Trish Hill, September 18, 2012
What are Best Practices?
A best practice is a method or technique that has
consistently shown results superior to those ac...
What are the steps in the search process?
1. Identification of Need
2. Formulating the position description
3. Advertising...
Writing the Ad
•

Write the “Description of Work” that will appear on PeopleAdmin to
match the ad that you will disseminat...
Position Description Statement
• Write the ad to clearly state the requirements for teaching, research,
service and extens...
Writing the Ad: Inclusive Language
Required at UNL
The Chancellor’s Tag Line:
The University of Nebraska has an active Nat...
Advertising the position: How and Where
 Always be in recruitment mode
 Hold brainstorming sessions to discuss novel
rec...
Advertising the position: How and Where
 Keep track of students who present their work at national
meetings; encourage th...
Where to advertise? Online
Examples:
Academic Keys http://www.academickeys.com
http://engineering.academickeys.com
HigherE...
The Search Committee: Composition

 Appoint a diverse committee – inclusive of women and minorities
 Consider appointing...
The Search Committee: Operation
•

Ground Rules
Specify the roles and responsibilities of committee members,
emphasize con...
What is implicit bias?
• Bias - a particular tendency or inclination, especially one
that prevents unprejudiced considerat...
Applicant Evaluation and Selection: Bias

•

Keep in mind that letters of recommendation reflect the
opinions of the write...
Applicant Evaluation and Selection
• Develop criteria for evaluation:
 Minimum qualifications
 Preferred qualifications
...
Applicant Evaluation and Selection
•

Develop a “long list” using an evaluation rubric to eliminate
unqualified candidates...
Interviewing Candidates
•

Set aside sufficient time for each candidate to meet with
members of the search committee and o...
Post-interview considerations
•

Invite all individuals that participated in the interview process to
complete an evaluati...
Dual Careers

is

d
owe
all
Dual Careers at UNL
Percent Partnered Faculty with Potential Dual Career
Opportunity by Gender
STEM vs. Non-STEM

Prepared...
Dual Careers
•

Nationally, approximately 80% of women in STEM fields have an
academic partner

•

Currently, the ADVANCE-...
Remember!

Hiring new faculty is a
beginning NOT an end…
http://advance.unl.edu/projectdoc
ADVANCE
Director Mary Anne Holmes,
coPI Julia McQuillen
Project Managers Jill Hochstein
and Lisa Pollard
Thank you!

©2007...
“Men, their rights, and nothing more;
women, their rights, and nothing less.”
Susan B. Anthony

Barbara McClintock
1983 No...
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  • Faculty Profile
    The proportion of UNL STEM women faculty in all 26 STEM departments has changed little between 2005 and 2011.
    Overall, UNL STEM departments have a smaller representation of women faculty than their CIC counterparts, but this varies by rank (UNL is higher among Assistant Professors) and Department (Six departments rank above their CIC peers, ten rank below, with range of +9% to -16%).
  • Icon from APS links to:
    PhysicsQuest
    PhysicsQuest is a story-based activity that exposes middle school students to the fun and relevance of science. APS provides a free PhysicsQuest kit to registered 6-9th grade physical science classes, home school groups, science clubs, and after-school programs. The kit includes a user's manual and materials for four physics experiments.
    PhysicsQuest 2012 Winners
    Congratulations to Our PhysicsQuest: Spectra Heats Up winners!
    Grand Prize:
Holly Grove Science Class 
Holly Grove Christian School 
Westover, MD
    The grand prize winners will receive:
A class set of iPods, drinking birds, autographes comics and thermal color changing pencils. The class will also be receiving a $500 gift certificate to Educational Innovations and a Power House kit
  • Studies have shown letters for women and minorities are on average shorter, provide fewer references to the CV, make more references to personal issues, and contain more “doubt raisers”
  • Of the 39 searches that were tracked, 16 (41%) had at least one candidate notify the ADVANCE-Nebraska office of a dual career opportunity. This led to 12 partner offers and ultimately four partner hires by Fall of 2011.
    Including dual career hires from new searches and those aimed at retaining faculty already at UNL, there have been 10 dual career hires total since the inceptions of the ADVANCE-Nebraska, 8 are still at UNL in Fall 2011.
  • This would be the last slide, click the text to change it to your information.
  • Search bp oct11_2012

    1. 1. Best Practices in Searching For and Hiring New Faculty ADVANCE-NE Faculty Committee Concetta DiRusso, Chair Oct. 11, 2012
    2. 2. ADVANCE Faculty Committee 2008-2012 Shireen Adenwalla Alexandra Basolo Erin Blankenship Andrea Cupp Concetta DiRusso Tracy Frank Steve Goddard Susan Hermiller Elizabeth Jones Merlin Lawson John Meakin Nancy Myers Andrzej Nowak Sheila Purdhum Brian Robertson Melanie Simpson Anu Subramanian Xiao Zeng Physics School of Biological Sciences Statistics Animal Science Biochemistry Earth & Atmospheric Sciences Computer Science and Engineering Mathematics Civil Engineering Earth & Atmospheric Sciences Mathematics HR, Organization Development Civil Engineering Animal Science Mechanical & Materials Engineering Biochemistry Chemical and Biomolecular Engineering Chemistry
    3. 3. The University of Nebraska Board of Regents Policies pertaining to Equal Opportunity/Affirmative Action Guidelines (3.1.3) prescribe that: The University will undertake a vigorous program of affirmative recruitment for minorities and women in all job categories in which they are found to be underutilized (5.b). Therefore, the method by which faculty positions are advertised should result in a highly qualified and diverse pool of candidates.
    4. 4. Achievement of Excellence • Breadth of Thought • Breadth of Experience • Breadth of Expertise • Innovation in Approach • Innovation in Teaching • Innovation in Research • Inclusive of all Talent • Inclusive of all Members • Inclusive of Diverse Opinions based on experience
    5. 5. Why are we doing this? For them: SBS Anthropology Earth and Atmospheric Sciences Physics and Astronomy College of Arts and Sciences
    6. 6. Why are we doing this? For them: Chemical Engineering Agricultural Engineering Electrical Engineering Computer Engineering College of Engineering Electronics Engineering
    7. 7. Why are we doing this? For them: Statistics Biochemistry Institute of Agricultural Sciences and Natural Resources Food Science and Technology Agronomy and Horticulture
    8. 8. Portrait of Change Over Time 1955 2012
    9. 9. Portrait of Change Over Time 1962 2002
    10. 10. The Impact of Diversity Practices: Nobel Prize in Physiology and Medicine 2009 Elizabeth H. Blackburn Carol W. Greider Jack W. Szostak "for the discovery of how chromosomes are protected by telomeres and the enzyme telomerase”
    11. 11. Impact of diversity in the corporate world
    12. 12. Impact of diversity in the corporate world  Tested the performance of 2,360 companies globally over the last six years  On average companies with one or more women on the board delivered higher average returns on equity, lower gearing, better average growth and higher price/book value multiples
    13. 13. What is the value of a diverse faculty?  Prepares the future generation to be leaders in a changing global environment  Propagates the image of advanced scholarship and research as inclusive and attainable  Erodes stereotypical barriers to achievement
    14. 14. Excellence and diversity go hand in hand:  The search process should ensure that there are outstanding women and minorities in the applicant pool  Early in the process define the criteria for “best”: for the department, for the university, and for students  Each person hired should know that they were selected for their excellent credentials and programmatic fit
    15. 15. Where do we stand today? Prepared by: Mindy Anderson-Knott and Trish Hill, September 18, 2012
    16. 16. What are Best Practices? A best practice is a method or technique that has consistently shown results superior to those achieved with other means Guidelines for process that : Are based in research from other academic institutions, from within UNL, and from other ADVANCE programs Focus on all aspects of the search process
    17. 17. What are the steps in the search process? 1. Identification of Need 2. Formulating the position description 3. Advertising the position 4. Search committee composition 5. Search committee charge 6. Search committee process 7. Reviewing applications 8. Ranking applications 9. Development of a preliminary list of candidates 10. Development of a short list of candidates 11. Interviewing short list candidates 12. Final recommendation for hire
    18. 18. Writing the Ad • Write the “Description of Work” that will appear on PeopleAdmin to match the ad that you will disseminate. • The broadest criteria possible, within the context of the department/college’s strategic plan, attracts the broadest range of candidates • Be aware that the language used to describe a position can influence the pool of individuals who submit an application, thus care should be taken in crafting the wording
    19. 19. Position Description Statement • Write the ad to clearly state the requirements for teaching, research, service and extension activities • Write the ad to ensure that it encourages applicants who are women and individuals from other underrepresented groups • Make the ad explicit about the University being an inclusive community • Identify in the ad a contact person for additional information. This could be one or more female members of the search committee
    20. 20. Writing the Ad: Inclusive Language Required at UNL The Chancellor’s Tag Line: The University of Nebraska has an active National Science Foundation ADVANCE gender equity program, and is committed to a pluralistic campus community through affirmative action, equal opportunity, work-life balance and dual careers. See also: The American Physical Society http://www.aps.org/programs/minorities/recruitment/ads.cfm
    21. 21. Advertising the position: How and Where  Always be in recruitment mode  Hold brainstorming sessions to discuss novel recruitment strategies  Bring in guest faculty from other departments that have been successful in the recent past  Attend networking sessions at professional meetings for women and other underrepresented groups  Look for information within any professional society you belong to
    22. 22. Advertising the position: How and Where  Keep track of students who present their work at national meetings; encourage them to check with UNL for job opportunities  Consider volunteering to judge post-doc and grad student competitions at national and international meetings to scout for talent  Invite a diverse group of speakers to UNL for named lectures, seminar series, etc  Personally contact potential candidates with a targeted invitation to apply
    23. 23. Where to advertise? Online Examples: Academic Keys http://www.academickeys.com http://engineering.academickeys.com HigherEdJobs https://www.higheredjobs.com/search/default.cfm New Scientist Jobs http://jobs.newscientist.com Science Faculty Jobs http://sciencefacultyjobs.com
    24. 24. The Search Committee: Composition  Appoint a diverse committee – inclusive of women and minorities  Consider appointing a member from outside the department to bring a fresh perspective to discussions  All committee members are required to attend search committee training offered by the Office of Equity, Access and Diversity Programs (EADP)  Encourage committee members to become familiar with ADVANCE documents on best practices for a successful search
    25. 25. The Search Committee: Operation • Ground Rules Specify the roles and responsibilities of committee members, emphasize confidentiality and independence in decision making • Determine how members will communicate with each other and the campus community; avoid email • Openly recognize implicit biases • Emphasize members act as representatives of the department/ university, not individual interests • Make clear that diversity and excellence are compatible, and should be dually considered in the course of the search
    26. 26. What is implicit bias? • Bias - a particular tendency or inclination, especially one that prevents unprejudiced consideration of a question; prejudice. • Implicit bias – unacknowledged and/or unconscious • Implicit gender bias –  Automatic, pervasive and cumulative in its effects  Affects recruitment, hiring, evaluation, promotion and retention of female faculty  Men and women show similar implicit gender bias  Biases become incorporated into policies and practices
    27. 27. Applicant Evaluation and Selection: Bias • Keep in mind that letters of recommendation reflect the opinions of the writer and may be impacted by implicit bias. • Periodically re-evaluate whether or not criteria for candidate selection are being applied uniformly • Spend sufficient and equal amounts of time evaluating each application • Provide every member of the committee an opportunity to express her/his opinion
    28. 28. Applicant Evaluation and Selection • Develop criteria for evaluation:  Minimum qualifications  Preferred qualifications • Employ an evaluation rubric to ensure all applications are given equal treatment and that documentation supports the recommendation to advance further or to table • Examine the applicant pool to determine if qualified applicants from underrepresented groups are included in the initial pool and in the short list
    29. 29. Applicant Evaluation and Selection • Develop a “long list” using an evaluation rubric to eliminate unqualified candidates • Document clearly why an application is deficient or contains evidence criteria of the position posting are met • Re-evaluate all long list candidates to select the short list pool using a standardized rubric • Examine the list to see whether or not qualified applicants from under-represented groups are included; consider whether biases or assumptions have influenced ratings • The final short list of candidates with be submitted to EADP for scrutiny
    30. 30. Interviewing Candidates • Set aside sufficient time for each candidate to meet with members of the search committee and other faculty and to make a presentation to a target professional audience (e.g. research, teaching) • Develop a set of questions asked of all candidates • Educate all interviewers, department faculty and personnel meeting with the candidates about inappropriate questions revolving around personal issues, religion, health, arrest record • Remember each interviewer is responsible for projecting and promoting a positive, non-threatening environment • Give the candidate time to learn about UNL and Lincoln beyond the department, unit or center
    31. 31. Post-interview considerations • Invite all individuals that participated in the interview process to complete an evaluation form • Set a time limit on completing the final evaluation and submission to the search committee chair • Submit the final recommendation to the appropriate department chair, unit head, etc. • Decide how to proceed if the top candidate turns the position down • Remember, the search committee makes recommendations only; negotiations for a position offer and the final offer are the prerogative of upper level administration
    32. 32. Dual Careers is d owe all
    33. 33. Dual Careers at UNL Percent Partnered Faculty with Potential Dual Career Opportunity by Gender STEM vs. Non-STEM Prepared by: Mindy Anderson-Knott and Trish Hill, September 18, 2012
    34. 34. Dual Careers • Nationally, approximately 80% of women in STEM fields have an academic partner • Currently, the ADVANCE-NE Office supports the dual career program: o EADP notifies ADVANCE of short-list candidate's dual career potential o ADVANCE works with department and target departments to determine position availability o Department notifies Advance of interview dates o ADVANCE pays travel expenses of interviewee • ADVANCE-NE has supported the Dual Career Program for 5 years, what happens in the future?
    35. 35. Remember! Hiring new faculty is a beginning NOT an end…
    36. 36. http://advance.unl.edu/projectdoc
    37. 37. ADVANCE Director Mary Anne Holmes, coPI Julia McQuillen Project Managers Jill Hochstein and Lisa Pollard Thank you! ©2007 The Board of Regents of the University of Nebraska. All rights reserved.
    38. 38. “Men, their rights, and nothing more; women, their rights, and nothing less.” Susan B. Anthony Barbara McClintock 1983 Nobel Laureate Genetic Transposition in Maize Rosalind Franklin Xray Crysallographer DNA structure

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