Recruitment & Advertising Plan

• The DSC should develop the Recruitment and Advertising Plan (R&A Plan) to realize a highly qualified and diverse applicant pool
• HRIE posts the position on a default set of websites with no cost to the department or college
• The DSC should develop additional avenues for posting and dissemination
• Send announcement to:
  • Professional association list serves
  • Various associations’ caucuses focused on underrepresented groups, e.g., gender, ethnicity, sexual orientation
  • Reach out to strong graduate programs, particularly those that serve a high proportion of members from underrepresented groups

The DSC should use the following guidelines in developing their R&A Plan:

• Allow a minimum of 30 days for advertising a national search
• Choose widely publicized, diverse, and inclusive publications and websites
• Include disciplinary/trade journals and websites
• Make a good-faith effort to reach the broadest possible applicant pool
• Make direct contact with program coordinators, advisors, colleagues, and others who have direct contact with potential candidates
• Distribute the position announcement widely
• Send to minority-serving institutions
• Send to leading producers of doctoral degrees in the applicable field
• Search out promising candidates who may be on the job market
• Attend conferences or seminars, which can be opportunities for recruitment
• Ask professional organizations for email addresses / list-serves for gender- and ethnoracial-based caucuses. Utilize these list serves and contacts to spread the word.
• Make direct contact with promising individuals. Tell them about the position, the campus and why it is a great place to work. However, do not make promises of employment.
• Use the Chancellor’s Doctoral Incentive Program, which produces a directory of recent Ph.Ds. who were supported under this program (https://www2.calstate.edu/csu-system/faculty-staff/cdip)
• Network beyond your usual contacts

Recruitment Reviews and Approvals 

• DSC submits R&A Plan Form to Talent Acquisition and Recruitment as part of the requisition via CHRS Recruiting for approval
• Talent Acquisition and Recruitment evaluates the R&A plan in the context of utilization data derived from the Survey of Earned Doctorates (SED)
• Dean and Talent Acquisition and Recruitment must review and approve the R&A Plan before posting the position announcement
• Talent Acquisition and Recruitment reviews the applicant pool after the soft close date
• Talent Acquisition and Recruitment may request that DSC extend the process if the pool is not sufficiently diverse
• Dean reviews the applicant pool

Posting the Position Announcement

Research and experience show that effective searches are aggressive, are advertised broadly, and employ both creative networking and innovative search strategies. HRIE will post the announcement to a standard set of listings, including the CSU and CSUF sites. Departments are responsible for posting to additional listings, including discipline-specific sites and journals, according to their approved R&A Plan. Search committees should look beyond the standard vehicles for job announcements in the field and should include the various professional journals and websites serving underrepresented graduate students and scholars.

Proactive Recruiting

All efforts by the search committee to identify and disseminate information to a broad, diverse candidate pool should be documented. For a list of organizations that can help recruit a diverse candidate pool, see Appendix A.

The search committee should make every effort to reach all potential candidates, being mindful that qualified candidates may be found with degrees from academic institutions of varied prominence. Committee members should also be aware of recent faculty members on visiting, adjunct, or tenure-track positions at other schools who may be interested in coming to CSUF. In addition to placing job announcements in professional venues, the search committee is expected to proactively pursue the following recruiting procedures as early as possible in the search process:

• Utilize professional networks and contacts, including affinity organizations within or related to the discipline and graduate programs of schools that serve underrepresented groups.
• Explore the Chancellor’s Doctoral Incentive Program (CDIP): https://sites.google.com/view/2023-cdip-directory/home. This incentive program offers a reimbursement of up to $1,500 for expenses covering job interviews of CDIP Fellows currently on the job market to departments actively conducting faculty searches.
• Identify the offices and/or people recently involved in efforts to increase the diversity of students with advanced degrees in the field. For example, the American Economic Association runs a summer program for undergraduates from diverse backgrounds to help them develop mathematical skills and encourage them to attend graduate school. The National Science Foundation runs programs to help diversify the Ph.D. pool in the sciences, including “Increasing the Participation and Advancement of Women in Academic Science and Engineering Careers” and “Research in Disabilities Education,” which aim to recruit and retain women and people with disabilities. The people running such programs will have the names of many top candidates in the pipeline. Send the position announcement to these people and ask for nominations and/or for them to pass it along to possible candidates.
• Explore job advertising opportunities in web listings or newsletters of diverse organizations.
• Contact leading minority scholars in the field and heads of departments at institutions with diverse populations in their graduate programs.
• Note that the diversity of programs is often regional - for example, universities in the southwest often have larger Native American and Latino populations than do eastern schools
• Contact CSUF alumnae/i who are in graduate school, recently granted advanced degrees, or currently in faculty positions. Send them the position announcement and ask for nominations, or request that they convey the announcement to others who could help broaden and diversify the applicant pool. Stress the department’s commitment to increasing faculty diversity.
• Contact minority fellowship associations or consortia such as the Ford Foundation Diversity Fellowship and the Consortium for Faculty Diversity (CFD). Contact these candidates and encourage them to apply.
• Search for national or university-specific graduate student organizations or conferences for students from diverse backgrounds (e.g., the minority student organization at the UC Berkeley Chemistry Department; the Native American graduate student organizations at the University of Michigan, the University of Illinois, and the University of Oklahoma). Write to officers or contact persons and send the position announcement.
• If a response to emails is not received, follow up with a telephone call. This will provide an opportunity to share more information about the position and personally convey CSUF’s and the department’s commitment to diversity and the critical importance of achieving a diverse applicant pool.
• Even if these outreach efforts do not result in an appointment that significantly enhances diversity at CSUF, these efforts help communicate that the University is serious about recruiting and retaining a diverse faculty, which can be helpful for future searches.

Recruitment & Advertising Plan

• The DSC should develop the Recruitment and Advertising Plan (R&A Plan) to realize a highly qualified and diverse applicant pool
• HRIE posts the position on a default set of websites with no cost to the department or college
• The DSC should develop additional avenues for posting and dissemination
• Send announcement to:
  • Professional association list serves
  • Various associations’ caucuses focused on underrepresented groups, e.g., gender, ethnicity, sexual orientation
  • Reach out to strong graduate programs, particularly those that serve a high proportion of members from underrepresented groups

• The DSC should use the following guidelines in developing their R&A Plan:
• Allow a minimum of 30 days for advertising a national search
• Choose widely publicized, diverse, and inclusive publications and websites
• Include disciplinary/trade journals and websites
• Make a good-faith effort to reach the broadest possible applicant pool
• Make direct contact with program coordinators, advisors, colleagues, and others who have direct contact with potential candidates
• Distribute the position announcement widely
• Send to minority-serving institutions
• Send to leading producers of doctoral degrees in the applicable field
• Search out promising candidates who may be on the job market
• Attend conferences or seminars, which can be opportunities for recruitment
• Ask professional organizations for email addresses / list-serves for gender- and ethnoracial-based caucuses. Utilize these list serves and contacts to spread the word.
• Make direct contact with promising individuals. Tell them about the position, the campus and why it is a great place to work. However, do not make promises of employment.
• Use the Chancellor’s Doctoral Incentive Program, which produces a directory of recent Ph.Ds. who were supported under this program (https://www2.calstate.edu/csu-system/faculty-staff/cdip)
• Network beyond your usual contacts

Recruitment Reviews and Approvals

• DSC submits R&A Plan Form to Talent Acquisition and Recruitment as part of the requisition via CHRS Recruiting for approval
• Talent Acquisition and Recruitment evaluates the R&A plan in the context of utilization data derived from the Survey of Earned Doctorates (SED)
• Dean and Talent Acquisition and Recruitment must review and approve the R&A Plan before posting the position announcement
• Talent Acquisition and Recruitment reviews the applicant pool after the soft close date
  • Talent Acquisition and Recruitment may request that DSC extend the process if the pool is not sufficiently diverse
• Dean reviews the applicant pool

Posting the Position Announcement

Research and experience show that effective searches are aggressive, are advertised broadly, and employ both creative networking and innovative search strategies. HRIE will post the announcement to a standard set of listings, including the CSU and CSUF sites. Departments are responsible for posting to additional listings, including discipline-specific sites and journals, according to their approved R&A Plan. Search committees should look beyond the standard vehicles for job announcements in the field and should include the various professional journals and websites serving underrepresented graduate students and scholars.

Proactive Recruiting

All efforts by the search committee to identify and disseminate information to a broad, diverse candidate pool should be documented. For a list of organizations that can help recruit a diverse candidate pool, see Appendix A.

The search committee should make every effort to reach all potential candidates, being mindful that qualified candidates may be found with degrees from academic institutions of varied prominence. Committee members should also be aware of recent faculty members on visiting, adjunct, or tenure-track positions at other schools who may be interested in coming to CSUF. In addition to placing job announcements in professional venues, the search committee is expected to proactively pursue the following recruiting procedures as early as possible in the search process:

• Utilize professional networks and contacts, including affinity organizations within or related to the discipline and graduate programs of schools that serve underrepresented groups.
• Explore the Chancellor’s Doctoral Incentive Program (CDIP): https://sites.google.com/view/2023-cdip-directory/home. This incentive program offers a reimbursement of up to $1,500 for expenses covering job interviews of CDIP Fellows currently on the job market to departments actively conducting faculty searches.
• Identify the offices and/or people recently involved in efforts to increase the diversity of students with advanced degrees in the field. For example, the American Economic Association runs a summer program for undergraduates from diverse backgrounds to help them develop mathematical skills and encourage them to attend graduate school. The National Science Foundation runs programs to help diversify the Ph.D. pool in the sciences, including “Increasing the Participation and Advancement of Women in Academic Science and Engineering Careers” and “Research in Disabilities Education,” which aim to recruit and retain women and people with disabilities. The people running such programs will have the names of many top candidates in the pipeline. Send the position announcement to these people and ask for nominations and/or for them to pass it along to possible candidates.
• Explore job advertising opportunities in web listings or newsletters of diverse organizations.
• Contact leading minority scholars in the field and heads of departments at institutions with diverse populations in their graduate programs.
• Note that the diversity of programs is often regional - for example, universities in the southwest often have larger Native American and Latino populations than do eastern schools
• Contact CSUF alumnae/i who are in graduate school, recently granted advanced degrees, or currently in faculty positions. Send them the position announcement and ask for nominations, or request that they convey the announcement to others who could help broaden and diversify the applicant pool. Stress the department’s commitment to increasing faculty diversity.
• Contact minority fellowship associations or consortia such as the Ford Foundation Diversity Fellowship and the Consortium for Faculty Diversity (CFD). Contact these candidates and encourage them to apply.
• Search for national or university-specific graduate student organizations or conferences for students from diverse backgrounds (e.g., the minority student organization at the UC Berkeley Chemistry Department; the Native American graduate student organizations at the University of Michigan, the University of Illinois, and the University of Oklahoma). Write to officers or contact persons and send the position announcement.
• If a response to emails is not received, follow up with a telephone call. This will provide an opportunity to share more information about the position and personally convey CSUF’s and the department’s commitment to diversity and the critical importance of achieving a diverse applicant pool.

Even if these outreach efforts do not result in an appointment that significantly enhances diversity at CSUF, these efforts help communicate that the University is serious about recruiting and retaining a diverse faculty, which can be helpful for future searches.