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Be A Finder and A Keeper of Diverse Talent

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Transform the search process. Commit to diversity through action. Build a diverse applicant pool. Avoid exclusionary thinking in recruitment, selection and hiring – PowerPoint PPT presentation

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Title: Be A Finder and A Keeper of Diverse Talent


1
Be A Finder and A Keeper of Diverse Talent
  • Leigh Settlemoir Dzwik
  • Academic Human Resources
  • Joi Cunningham
  • Office of Inclusion Intercultural Initiatives

2
Successful Searches
  • Successful searches begin with successful search
    committee members trained, dedicated, and
    experienced individuals.
  • Search committees succeed when they build highly
    qualified, diverse applicant pools.
  • Highly qualified, diverse applicant pools lead to
    the potential for outstanding hires which, in
    turn are natural recruitment vehicles for the
    next searches.

3
Successful Search Committees
  • Transform the search process
  • Commit to diversity through action
  • Build a diverse applicant pool
  • Avoid exclusionary thinking in recruitment,
    selection and hiring
  • Be aware of unconscious bias

4
An Example of Exclusionary Thinking
  • They must have attended the right school,
    training program, etc.
  • Consider the situation of the National Football
    League.
  • If they only considered those from traditionally
    outstanding programs (e.g., Oklahoma and other
    Big 12 schools), would John Elway have had the
    opportunity to lead the Broncos to two Super Bowl
    victories?

5
Unconscious Bias
  • Unconscious bias is based on a stereotype.
  • A stereotype is a standardized mental picture
    that represents an oversimplified opinion,
    affective attitude or uncritical judgment about a
    group. (Merriam Webster Online).
  • MIT/University of Chicago study sent 5000
    resumes to help wanted ads in Boston and Chicago
    with stereotypical white and black names.

6
Search Committee Composition
  • The composition of the search committee is
    critical to its success. Involve people with
    diverse perspectives and fresh ideas.
  • Note Departmental faculty not on search
    committee still play critical role in search
    process.

7
Search Committee Myths
  • Fact or Fiction

8
Fact or Fiction?
  • The few faculty of color are being sought out by
    numerous institutions, and are not affordable.
  • Fiction!
  • Reality Some minority and women faculty weigh
    location and job environment more than salary so
    market your assets!

9
Fact or Fiction?
  • Faculty of color wont select academethey choose
    more lucrative positions in government or
    industry.
  • Fiction!
  • Reality Minority and women PhDs are no more or
  • less likely to work in academe than other PhDs.

10
Fact or Fiction?
  • Minority scholars are not available in the STEM
    disciplines.
  • Fiction!
  • Reality Although numbers are low recent PhDs
    and Post Docs are available.

11
So, Where do we Begin?
  • We need to know what role each affected area
    plays in the search process.

12
Key Faculty Search Areas
13
Key Faculty Search Areas
  • Search Committee
  • Prepares selection criteria, evaluation
    information and advertisements.
  • Corresponds with applicants.
  • Screens candidates and recommends for interview.
    Conducts interviews and reference checks.
  • Recommends candidates to hire.

14
Key Faculty Search Areas
  • Department Chairperson (if applicable)
  • Appoints search committee
  • Approves recommendations of search committee
  • Interviews candidates
  • Dean/Director
  • Approves recommendations of search committee
  • Interviews candidates
  • Prepares offers to candidates

15
Key Faculty Search Areas
  • Inclusion Director/Provosts Office
  • Approves recommendations of the search committee
  • Interacts with search committee regarding
    procedures
  • Summarizes candidate data and information
    relative to protected groups with regard to the
    position

16
Tip
  • Cast a Wide Net
  • Its important to recruit from a wide range of
  • sources and use a variety of methods to cast a
    wide net.
  • If you need extra resources, contact the Office
    of Inclusion.

17
Job Advertisement RULE
  • Do not post job announcement until
  • 1) Search Committee has reviewed
  • 2) Dean/Director has reviewed and
    approved
  • 3) Office of Inclusion has reviewed and
    approved

18
TIPS
  • If you are not going to consider applicants,
    until all materials are received, indicate so in
    your job ad.
  • Remember Outstanding candidates often do not
    apply for advertised positionsyou must court
    these potential applicants.
  • Graystone Advertising make them work for you!

19
Recruitment Guidelines Regarding the Immigration
Process
  • Change in the law related to permanent
    residency-- National Print Ad No Longer
    Required!! Can still place national print
    advertisement but can use electronic or web-based
    national professional journal too.
  • What is required if use electronic or web-based
    national professional journal?
  • Advertisement must be posted for at least 30
    calendar days
  • Documentation of advertisement placement required
  • Documentation of advertisement placement must
    include evidence of the start and end dates
  • Documentation of advertisement placement must
    show text of advertisement
  • NO POSTION WILL BE APPROVED FOR INTERVIEW UNLESS
    THERE IS DOCUMENTATION OF ADVERTISEMENT
    PLACEMENT. TEAR SHEETS OR SIMILAR DOCUMENTATION
    MUST BE UPLOADED TO THE PEOPLE ADMIN SYSTEM AS
    PART OF THE INTERVIEW PROCESS.

20
Search Committee Methods

21
Nepotism
  • Cannot give the appearance of or favor relatives
    or those with which you have a personal
    relationship
  • No involvement in the search process
  • No direct or indirect line of supervision
  • Such relationships must be disclosed to Academic
    Human Resources
  • Might pose a conflict of interest in
    contravention of Board of Trustees policy
  • Conflict of Interest Policy In the Appointment
    and Assignment of Related Employees

22
Sample Initiatives to RR Diverse Talent
  • Invite minority and women scholars to campus to
    present symposia, etc.
  • Provide mentoring and other resources for junior
    faculty, esp. important for women and minority
    faculty.
  • Build cultural competency into clinical and
    educational experiences.
  • Build diversity into curriculum.

23
Sample Diversity Initiatives (contd)
  • Messages start with words and behavior of leaders
    (deans, department chairs, etc.).
  • Build networks and resources/ continuous
    recruiting.
  • Grow the pipeline.
  • Champion Diversity Initiatives at OU ERGs,
    programming, Welcome Committee, policies!!

24
Committee Member Responsibilities
  • ALL search committee members share responsibility
    to attract diverse pool and ensure fair and
    equitable treatment of all applicants.

25
Outreach Activities
  • Telephone calls
  • Personalized letters to potential applicants
  • Personalized emails
  • Talk face-to-face with people who might nominate
    candidates

26
Outreach Activities (contd)
  • Approach potential candidates at professional
    meetings.
  • Consult with diverse faculty members on campus
    about outreach activities.
  • Contact traditional professional organizations
    that have affiliated groups for women,
    minorities, and other underrepresented groups.
  • Other ideas?

27
RULES
  • Committee must establish selection/evaluation
    criteria and scoring process before reviewing
    applicant materials.
  • Internal applicants should not participate in
  • the evaluation process of other applicants.

28
Applicants
  • Treat all applicants consistently and fairly.
  • Be courteous and prompt in correspondence.
  • Remember your own experiences as an applicant.

29
Tip
  • The search committee does not need to wait until
    the materials submission deadline to review
    applicant materials. Review may begin at any
    time.

30
Everyones Materials Are In
  • Now What??

31
RULES - CONFIDENTIALITY
  • All discussions among committee members are
    confidential.
  • Applicant names and materials should be kept in
    secure location.
  • Confidentiality breeches should be disclosed to
    committee chair.

32
Interview Format
  • Formal selection interviews are conducted by the
    search committee and sometimes additional
    evaluators.
  • Must be consistent for all applicants.
  • Use questions that cover major job functions and
    desired skills/abilities only.
  • Must ask same questions of all applicants, but
    can ask varying follow up questions depending on
    applicants answers and/or experience/education.
  • Use interview questions to probe potential
    using what if type questions.

33
Interview Tips
  • Committee members who miss some or all of the
    interviews should not participate in discussions
    of rank ordering of applicants, but may provide
    comments on those that they attended.
  • You or the applicant have questions
  • Academic Human Resources Ex2922
  • Office of Inclusion Ex3496

34
Interview Tips (contd)
  • Inappropriate interview venues
  • Sporting Events
  • Gentlemen's Club
  • Dinner with Partner/Spouse and Family
  • House Parties

35
RULE
  • Do not ask about or discuss the following
  • (even if applicants volunteer the information)
  • - age
  • - sexual orientation
  • - marital status
  • - religion
  • - children (present or future)
  • - ethnicity/culture
  • - veteran status
  • - disability status
  • - Pregnancy and Health

36
Ensuring a Positive Campus Visit
  • Arrange for applicants to meet with other faculty
    of similar interests or backgrounds on campus.
  • Prepare welcome packet for campus visits (e.g.,
    handbooks, school/dept policies, benefits
    summary, web site info, regional activities,
    chamber of commerce materials, etc.).
  • MI-HERC Dual Career Issue

37
Concerns of Minority/Women Faculty
  • Concern about struggles with promotion due to
    race/ethnicity (perception that they might not
    fit the profile)
  • Having gender/ethnicity given more attention than
    credentials (often report that their race is
    mentioned first, not their academic credentials)
  • Being expected to work harder than
    non-minority/male colleagues

38
More Concerns
  • Being treated as a token and feelings of
    isolation
  • Being expected to handle minority affairs
    (expected to be experts on their racial or
    ethnic group)
  • Concern about whether they can maintain their
    cultural identity under pressure to fit in

39
Ways to Address Concerns
  • Connecting faculty with campus resources and
    support
  • Mentoring programs
  • Clearly stated standards and procedures for
    advancement

40
RULE
  • No negotiations with finalists, even verbal, are
  • to occur prior to Provosts Office review and
  • approval of the search and the finalist list.

41
When to Use Faculty Search Waivers
  • Not enough time to perform a search
  • Renewing a visiting faculty contract (must be
    completed each year)
  • Outstanding individual (with detailed explanation
    attached)
  • Make certain to attach CV to the completed form
    for submission/approval

42
Faculty Search Resources
  • Turner, Caroline S.V. 2002. Diversifying the
    faculty A guidebook for search committees.
    Washington, D.C. Association of American
    Colleges Universities.
  • www.aacu-edu.org
  • Barker, Kathy. 2002. At the helm A laboratory
    navigator. Cold Spring Laboratory Press. (Covers
    personnel issues in a laboratory setting. Geared
    toward new Principal Investigators.)

43
Faculty Search Resources (contd)
  • http//www.oakland.edu/ahr
  • Academic Human Resources website
  • http//www.oakland.edu/?id59sid66
  • Office of Inclusion and Intercultural Initiatives
    website

44
Questions?
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