Basic Recruitment Strategies
Networks and organizations for diversity recruitment
Diversity Recruitment on the Internet
1. When or if necessary, establish a diverse search/ screening/ interviewing committee. Consider recruiting some of your committee members from other related or appropriate areas within the University if diversity has not yet been achieved in your own area. Include your position statement on achieving diversity in your instructions to the hiring manager or selection committee.
2. Because those with supervisory responsibilities are now being evaluated on progress toward affirmative action goals, include in your list of job responsibilities those aspects of diversity recruitment and management that are applicable to the position.
Example: Responsibilities include taking action to improve diversity in the department.
3. Establish "experience with issues of diversity" as a qualification for any job that involves hiring, supervisory, counseling or managerial responsibilities.
Example: Candidate must have experience in, or a demonstrated commitment to, achieving and maintaining diversity in the workplace. Candidate must have experience in, or a demonstrated commitment to, working with a diverse staff or student population.
4. Consider the value of hiring a candidate whose voice or perspective may enhance or enrich your own or that of your department. When appropriate, weigh that consideration with other job qualifications.
5. Identify resources for attracting a diverse pool of candidates. In addition to the resources provided here, an important first step is to establish your own network. This network may consist of individuals, groups or professional associations representing diversity. Start with your colleagues at Northeastern by asking them for recommendations and referrals.
6. Include a strong statement in your posting and advertising about the importance of diversity at Northeastern.
Example: Northeastern University embraces the wealth of diversity represented in our community and seeks to enhance it at all levels.
7. In addition to the usual statement that the University is an "Affirmative Action/Equal Opportunity/Title IX Employer," include in your advertising a clear invitation to minorities, women and persons with disabilities to apply.
Examples: "Northeastern University particularly welcomes applications from minorities, women and persons with disabilities." Or "minorities, women and persons with disabilities are strongly encouraged to apply."
