Proactive Recruitment

Business As Usual?

Not here, business as usual is not enough at the UA, we never settle.
Using pro-active recruitment, we seek out and attract the best faculty available from all over our state, nation, and the world by creating relationships with potential candidates prior to positions coming open.  And…when a faculty position does become available, each member of our highly valued and expert search committees takes on the responsibility of very intentionally sharing the job posting beyond the colleagues who comprise their “usual professional networks.”  Some search committees even set a number of “out of network” organizations/colleagues that each person will personally reach out to for prospective candidates.

UA’s proactive recruitment works.
Using proactive recruitment techniques in the last hiring season resulted in one of the most broadly diverse and highly talented cohorts of faculty to join our scholarly community. Using empirically-based strategies we are experiencing the benefits of what we have read – proactive recruitment generates a highly diverse, highly qualified group of talented people from which to select a colleague, it signals to applicants that the UA is the kind of highly engaged creative community they want to join, and last, but not least, once an offer is made, candidates are more likely to say yes.

We are doing more.  
We are not resting on last year’s success, but rather looking to the future to do even better.  Click below to access centralized databases filled with rising stars and highly accomplished prospective faculty candidates. (Centralized Databases)

NSF ADVANCE, University of Michigan. (2009). Handbook for faculty searches and hiring, 2009-2010. University of Michigan. Retrieved on July 31, 2013 from

Bilimoria, D. & Buch, K. K.  (2010). The search is on: Engendering faculty diversity through more effective search and recruitment. Change, July/August, 27-32.

Tuitt, F.F., Sagaria, M.A.D, & Turner, C.C.V. (2007). Signals and strategies in hiring faculty of color. Higher Education: Handbook for Theory and Research, 22, 497-535. 

Rachac, C. and G. Maruyama. 2007. Weather or not to come: Faculty reasons for accepting or declining offers from a public Midwestern research university. Presentation at a conference, Keeping Our Faculties IV Symposium: Recruiting, Retaining and Advancing Faculty of Color. April 12-14, 2007. Minneapolis, MN. Retrieved on July 31, 2013 from