Seats at an empty table

Recommended Practices for Recruitment and Hiring

As part of their goal to provide evidence-based approaches that will maximize the likelihood that excellent and diverse scholars will be identified, selected for offers and recruited onto the UC Davis faculty, the STEAD Committee (Strength Training in Equity and Diversity) has provided recommended practices for recruiting and hiring faculty. These recommended practices are research-informed and field-tested. 

A PDF with the information listed below can be found here: https://aadocs.ucdavis.edu/training/stead-faculty-search-committee-workshops/stead-best-practices-handout-2024.pdf.  

Define and Design the Search

Define the search broadly.

  • Include diverse areas, methods, etc.
  • Define the position broadly enough to get a large, diverse pool of applicants. Defining the field narrowly can result in smaller applicant pools. 

Build an effective search committee.

  • Include diverse content knowledge, methodological approaches.
  • Include diversity of personal characteristics, backgrounds, ranks, field specializations.
    • Be sure to not over-tax underrepresented faculty for sake of representation. 
  • Include those openly committed to diversity and excellence.
  • Establish expectations and processes for open communication. 

 

Launch the Search

Advertise to generate a broad pool 

  • Request the materials that will be used in the evaluations 
  • Clarify the content of all required applicant materials. 
  • Advertisements include commitments to diversity at UC Davis and within department/school
  • Advertise widely, through personal networks and across larger networking groups
    • Use third-party platforms like Job-Elephant to strategize where to advertise in

Prime the pump

Plans for Review of Applications

The committee meets to define criteria and create an evaluation tool. 

  • Define criteria and build consensus before evaluating applications. 
  • Use a simple tool to create a thoughtful evaluation. 
  • Constantly remind committee members to consider all data and to check for biases. 

Review Applicants

Thoughtfully Review Applicants 

  • Utilize the systematic evaluations using agreed-upon criteria.
  • Make a long "short list."

Meetings 

  • Establish norms and processes with committee.
  • Challenge biases as they arise. 
  • Discourage sidebar conversations; bring issues to the entire committee. 

Online Interviews 

  • Interview list approved before interviews begin.
  • Establish evaluation criteria and tools before interviews begin.
  • All short-listed candidates must be interviewed.
  • Use consistent list of interview questions across candidates. 

Host Effective Campus Visits

Resources: Human and Material 

  • Establish evaluation criteria and tool before interviews begin. 
  • Ensure candidates meet diverse group of colleagues. 
  • "Sell" institution through brochures and materials. Ensure the same packet is given to all candidates. 

To ask or not to ask 

  • Review questions that cannot be asked. Department Chairs should send a letter clarifying this to all with whom candidates will be in contact with. 
  • Review this summary of legal questions to prevent asking a candidate illegal and discriminatory questions. 

After the Visits

Recruit Aggressively 

  • Use all available resources to bring excellence to UC Davis. 
  • Are multiple candidates feasible? Discuss options with your Dean. 

Additional Resources

Look through the resources below to learn more about what other universities are suggesting. 

University of California

 

Outside of the UCs.