Publicizing and Building the Candidate Pool
Actively search for candidates using jobseeker databases and services designed to attract diverse applicant pools.
Circulate job ads in targeted venues that reach diverse applicants, such as specialized publications, professional associations or focused conferences.
Reach out to applicants from underrepresented groups individually during and before a search (Wennerås & Wold, 1997). Seek out talented scholars at conferences and invite them to campus to present on their research.
When contacting colleagues, specifically ask for recommendations of candidates from groups that are underrepresented in your department in addition to other recommendations.
Pay attention to expectancy bias based on institutional reputation and consider candidates who may be currently under-placed and thriving at less well-ranked institutions.
Listservs and Emails
Human Resources coordinates employment searches, including job advertisement placement. Additional resources can be found below:
- Eastern New York Chapter of American College and Research Libraries - email@example.com
- Central New York Library Resources Council (CNYLIB)
- American Library Association
- American Library Association - Black Caucus
- American Library Association - GLBTRT Mailing List
- CLAC (Consortium of Liberal Arts Colleges)
- EDUCAUSE Career Center
- EDUCAUSE Diversity in IT Community Group
- EDUCAUSE LGBTQIA in IT Community Group
- Ability jobs
- All Diversity
- American Association for Access, Equity and Diversity
- CareerOneStop “Business Center”
- Diversity Employers
- HBCU Connect
- Hero2Hired (H2H)
- Hispanic Today
- INSIGHT into Diversity
- National Association of Asian American Professionals (NAAAP)
- National Employment Minority Network (NEMNET)
- Out Professionals
- Workplace Diversity