Job Ads Recruit Candidates
Be strategic in selecting a subfield
- There are many factors to consider in selecting a subfield, including areas where gaps in expertise exist within the department, the development of new specializations in the field, and student interest. In addition, department faculty are encouraged to consider the existing department’s ethnic, racial, and gender composition.
- If prioritizing faculty diversity in the department is important, become familiar with what specializations and subfields are most attractive to minoritized graduate students. How you know?
- Your dean can provide specific information about the demographics of your department, and you can review Faculty Information for current and historical information about your college or school.
- To understand diversity in your field more broadly, consult with disciplinary associations which typically report on gender, ethnicity, and racial diversity of graduates. More broadly, the National Center for Educational Statistics provides information on PhDs conferred, also found on the Faculty Information page.
- Be wary of more than one subfield or other requirements, and be especially wary of the X and Y approach subfield approach as a compromise among two different priorities, as the result will be a small pool
Create an ad that speaks to the people you wish to attract
- Define academic specialization with care, aiming to be as broad as possible; detailing many specific requirements narrows the pool and excludes people
- For example, research has shown that language like “dominant,” “competitive,” and “leader,” reduce the number of women applicants.
- Describe MSU and the department so as to highlight attractive features to excellent, desired candidates. Many highlight MSU’s diverse and engaged student population and its historic and ongoing commitment to teaching as well as the University’s growth in research engagement and success. Review the facts about Montclair today. Describe positive, supportive aspects of the department: what is wonderful and perhaps unique about the department?
- Highlight opportunities for interdisciplinary work, collaboration, and community engagement, as well as New Jersey’s inclusive family policies. These attributes are found to be important to many under-represented communities and women.
- Specify the importance of teaching and mentoring to signal to applicants these values, and to attract to candidates who have strengths and experience in these areas.
- For the application letter, request information on the candidate’s interest in or experience with issues of diversity and inclusion as well as research promise and teaching excellence. Or, better yet, request a diversity statement.
- Analyze draft ads for inclusivity and strong interest in applications from under-represented populations: Has every opportunity for inclusion been taken? Has traditional language been retained in ways that send a negative message to some candidates? Have MSU’s values and commitments been appropriately highlighted?
Job ads: Language matters
Faculty in departments need to write their own job ads; for inspiration, please consider the sample ads below from highly competitive universities that are demonstrating a commitment to hiring faculty who are excellent across categories of research, teaching, service and are also compatible with an inclusive mission. These ads are inviting and engaging, and the authors understand that recruitment begins with the job ad itself.
Sample Job Ads
- Biology (Plant Diversity and Evolution), UCLA
- Business (open) Marymount
- Classics and Humanities, San Diego State University
- Communication Sciences and Disorders (SLP) Adelphi
- Communications (Data, Media and Society) U South Carolina
- Computer Science, Amherst College
- Counseling, San Francisco State University
- Economics, Dartmouth College
- Educational Leadership, University of Washington
- Geography, Georgia State University
- History and Africana Studies, Drexel
- Music, San Diego State University
- Nursing, U. of Portland
- Nursing, U. of Rochester
- Political Science/Legal Studies, UMass Amherst
- Psychology, Georgia State University
- Statistics, San Francisco State University
It may also be useful to review Montclair’s mission statement and strategic plan afresh for inspiration and language about the University’s priorities of Fostering Student Transformation (Pillar One), Growing through Diversity and Access (Pillar Two), and Discovery and Application of Knowledge (Pillar Three).
Additional resources on creating job ads
- 4 elements of an inclusive job ad, EAB 07.10.2018. Takeaways include:
- Highlight cross-campus interest in collaboration, community building, and inclusive family policies
- Clarify why your department in particular seeks diverse talent
- When possible, expand the acceptable disciplinary backgrounds listed for the position
- Request information on the candidate’s interest in or experience with issues of diversity and inclusion
- University of Maryland, Creating an Inclusive Job Description (evidence-based). Takeaways include:
- Broadly define the position to welcome women, candidates from non-traditional career paths, list qualifications as preferred rather than required if not essential.
- Ask candidates to speak diversity and inclusion so as to increase interest among women and faculty from underrepresented groups. But try to go beyond what has become the defacto minimum statement: “Candidates with a demonstrated commitment to working with women and underrepresented minority students through teaching, research, or service are especially encouraged to apply.”
- Use gender-neutral language through the description.
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