Goal 2: Recruitment and Hiring
The Portal provides faculty with best practices in conducting faculty searches, research on implicit gender bias and how to manage bias during searches, information on dual career resources, and a set of applicant and candidate evaluation tools.
Purpose: to provide a central location for best practices, research and resources related to faculty searches that supports reducing implicit gender bias on faculty search committees.
Faculty Search Seminars
The Faculty Search Seminar is an annual event providing workshops and training on best practices in faculty recruitment, hiring, mitigating implicit bias, search committee dynamics, and EOP requirements.
- To support STEM/SBS departments in their commitment to making policies and practices for recruitment, hiring, and retention of women faculty reflect nationally accepted best practices
- To build the capacity of STEM/SBS Chairs & Deans in creating and managing more gender diverse departments
Related: Resources for Faculty Search Committees (presentation by Assoc Dean Norris)
Popular Seminar workshops in the past:
- UVa CHARGE Recruitment Tools
- Using the Academic Search Portal
- Sessions with The UNH Players. The UNH Players leave the PowerPoint lecture behind as Power PLAY takes the stage for a stimulating and lively approach to tackling important issues that faculty search committees and academic departments face. Power Play fuses realistically acted scenarios with dynamic facilitation to engage an audience in difficult dialogues.
Last year’s write up about the Faculty Search Seminar in UVAToday:
UVAToday: Creative Methods, Technology Aid in Recruiting and Hiring Diverse Faculty
U.Va. CHARGE awards grants of up to $1,500 per search to support outreach and travel to identify highly qualified women candidates with a focus on underrepresented minorities (URM). Funds can be used, for example, to bring an additional female candidate to Grounds when a travel budget may be limited, or to bring a female candidate back for a second visit to convince her to accept an offer. Funds can also be used to pay for posting job announcements in targeted recruiting and outreach venues for underrepresented female candidates.
- To provide support for outreach and travel to assist with identifying and recruiting highly qualified women tenure track faculty candidates, especially underrepresented women candidates, in science, technology, engineering and math (STEM) and social, behavioral and economic science (SBS) departments.
- Create a robust search, selection, and hiring effort that will actively engage the University community as a whole—with particular attention given to deans and other hiring authorities and search committee members—to cultivate women, with a strong focus on increasing the number of underrepresented minority (URM) woman candidates and hires.
What we’ve done so far:
STEM/SBE departments have brought 26 candidates from 14 departments on grounds for interviews since 2013. Three have been hired, several have declined offers, and five searches are still open.
Complete an application form and submit it electronically. If you are requesting funds to bring a candidate on Grounds, please email the candidate’s CV and a copy of the job announcement to email@example.com
In the past, U.Va. CHARGE Equity Consultants worked to provide services to STEM/SBE search committees. However, because CHARGE is in its final year, we are institutionalizing this project to ensure the changes generated by the Advisors continue and are sustained. Therefore, CHARGE will not be providing Equity Advisors to search committees this year. In the College, this work is being carried out by the DDI, and in the School of Medicine by Equity Facilitators. SEAS will begin a similar project soon. Previous services have included:
- Reviewed best practices in recruiting and hiring, and ensured your search meets those best practices
- Guided committees and departments in determining the knowledge, skills and abilities a candidate should have
- Assisted in developing gender neutral job announcements
- Provided committees with a set of search tools that made the process equitable and easy
- Taught committees how to recognize and mitigate implicit bias in the search process
Innovations for Dual Career Faculty
The University recognizes the need to be a leader in innovative solutions for dual career couples in order to attract and retain diverse scholars. After the Tournament of Ideas, UVa CHARGE PIs met with Deans and the Provost Office to discuss how to move these ideas forward. At this time, CHARGE is collaborating with Devin Harris and Michael Livermore, two of the finalists, to submit a grant proposal based on their idea of a teleworking center that would give faculty spouses and partners an opportunity to maintain their career agency.”
Links & Results Info
U.Va. CHARGE sponsors Faculty Guide.
Faculty Adopt Best Practices for Search Committees
Since 2013, 193 faculty and staff have attended the Faculty Search Seminars. 84% of attendees have been faculty and 46% have been male.
A retrospective survey of participants at the 2013 Faculty Search Seminar was conducted to gain a better understanding of what practices participants adopted after participating in the 2013 seminar (n=31). In this survey, participants reported the following changes they made while serving on subsequent search committees:
- Paid attention to their own assumptions and implicit biases during the search process (77%)
- Allowed other members of the search committee express their opinions (81%)
- Spoke out when they witness bias (63%)
- Raised concerns when search committee best practices are not followed (73%)
- Advertised positions in multiple locations to diversify the applicant pool (77%)
- Used a clear and objective rubric to evaluate candidates (73%)
Participants were asked to rate the success of their search, with 71% of participants reporting that their search was either successful or extremely successful.
At the conclusion of the 2014 seminar, 21 participants completed the post-event survey.
Participants reported they intended to:
- Pay attention to their own assumptions and implicit biases during the search process (100%)
- Be conscientious about allowing other members of the search committee express their opinions (100%)
- Speak out when they witness bias (90%)
- Ensure searches are fair and unbiased by raising concerns when best practices are not followed (95%)
- Use a clear and objective rubric to evaluate candidates (85%)
Academic Search Portal
The Portal launched in September 2014 during the Faculty Search Seminar. As of October 2014, the portal had 231 page views with 26% of viewers visiting the Dual Career page and 15% visiting the search tools. Visitors spent an average of 3:37 minutes during their visits. 59% of portal users are women and 21% are between the ages of 25-34. Also, several other universities and the Federal Reserve Board are using our portal, especially the implicit bias pages and search tools.