Proactive Recruitment

Business As Usual?

Not here, business as usual is not enough at the UA.

Using proactive recruitment, search committees can seek out and attract the best faculty from all over our state, nation, and the world.  Each search committee member should take on the responsibility of building a candidate pool and personally reaching out to prospective candidates.  In fact, the work should be divided strategically among committee members so that no individual committee member is overburdened by the time required for proactive recruitment.  Search committee members can build a list of potential candidates by searching for relevant recent publications, grant or award winners, comparable programs, and other avenues appropriate to the area of specialization.  Committee members should keep diversity in mind when creating the candidate list.  Once created, the list can be divided among committee members so each member contacts several potential candidates detailing the reasons why this position is so attractive and encouraging them to apply.  This should be done with a personalized email or phone call. 

Proactive recruitment takes time, but it works.  A new faculty hire is one of the most important investments departments make for their future, so it worth investing the time to proactively recruit.  Proactive recruitment can generate a highly diverse 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 once an offer is made, candidates are more likely to say yes.


NSF ADVANCE, University of Michigan. (2009). Handbook for faculty searches and hiring, 2009-2010. University of Michigan. Retrieved on July 31, 2013 from http://www.umich.edu/~advproj/handbook.pdf.

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 http://www.cce.umn.edu/pdfs/CPE/KOR/Rachac_Carol_KOF_41307.pdf.