Phase 2: Recruitment

Recruiting candidates is a crucial step in the hiring process and all faculty positions require a robust national search.

Recruitment Overview

Step 3: Advertisements and Building Diverse Applicant Pools

Active Recruiting is Everyone's Responsibility

Remember that "to search" is a verb so make sure your search is active. In an effort to reach the broadest possible audience, it is the responsibility of all search committee members to assist in the recruitment of a diverse applicant pool. Searches are more successful when each search committee member actively participates in contacting and encouraging applicants to apply to the position.

Networking

Networking is an important tool in recruiting candidates. All committee members should reach out to diverse networks they have developed over the years to find professionals that may not be actively looking for a job and/or to gather referrals. Hopefully, these networks are broad and diverse, and include colleagues, other Universities, and student and professional associations. This outreach will take some time, but remember that a quick hire is not the goal. The goal is to hire a highly qualified candidate who will bring distinction to your department and the University.

Advertisement Placement Summary Form II-B

Form II-B: Advertisement Placement Summary documents your recruitment plan and summarizes all measures that take place to recruit applicants, including women and minorities. This plan should include networking and advertising your position in a variety of places to reach the broadest audience. It also includes issuing a call for nominations. It is important not to rush this step.

  • Equal Opportunity Employer compliance requires Michigan Tech to make a good faith effort to recruit a diverse pool of applicants. Executive Order 11246, VEVRAA and 503 regulations prohibit discrimination in employment decisions on the basis of protected class status and requires affirmative action to recruit and advance protected veterans, individuals with disabilities, women, and minority applicants.
  • Positions should be advertised widely in journals, publications, newspapers, and/or online sites that focus on diverse populations including reaching out to affinity groups, professional organizations, and using social media appropriately.
  • Carefully review the specifications of your advertisements as they vary from service to service, and site to site. When you post to websites that allow for application submission, you should include wording directly in your posting that states, "Application materials submitted through this website will not be reviewed. You must apply on Michigan Tech's employment website to be considered for the position. Submit your application materials for this position using the following URL: [INSERT full URL for your position]."
  • See National and Online Advertising Resource Page for many suggested publications and websites to advertise your position.
  • As part of the recruitment process, Form II-B needs to be completed as stated above. Appropriate signatures are needed on the form and the form needs to be returned to Human Resources with a copy advertisement. By signing this form, the department chair and college dean are approving the diverse networking and advertising plan.
  • All positions are automatically posted to the following:
    • MTU Employment website and Tech Today
    • Michigan Works/Pure Michigan Talend Bank
    • The National Labor Exchange
    • Indeed

All Advertisements Must Be Approved

All advertisements, paid and free, must be sent to and approved by both Human Resources and Equal Opportunity Compliance before you advertise.

Paying for the Advertisement

After approval of Form II-B you may begin to advertise. It is preferred that the departmental purchasing card (pcard) be used whenever possible, especially when invoices are under $5,000. Otherwise, a purchase requisition (when order is to be placed by Purchasing), or Check Request (after-the-fact when an invoice is already in your possession). For more information on purchasing procedures please contact Purchasing at purchasing@mtu.edu.

Standard Advertising Language

This standard advertising language that must be used for faculty recruitment.

Beginning Advertisement Language

"Michigan Technological University, Department of <insert department name> invites applications for the position of <insert position title>. Applicants for the position are required to have <insert info here – e.g., degree, experience, disciplinary focus>.

Michigan Tech attracts world-class faculty who enrich the educational experience of smart, motivated, and adventurous students. Applicants who are committed to promoting a sense of belonging and contributing to an equitable and inclusive learning environment for all are strongly encouraged to apply (www.mtu.edu/diversity-inclusion/). <add info here – e.g., points of pride such as rankings, current initiatives, notable achievements, etc.>.

Successful candidates will be expected to <insert info here – e.g., expectations for research/scholarship (including external funding, graduate advising, and publishing as appropriate), teaching (undergraduate and/or graduate as appropriate), and service (within the University and/or to the scholarly community as appropriate)>.

For full consideration, complete application packages should be received by <insert date>."

Ending Advertisement Language

"Located in Houghton, in the heart of Upper Michigan's scenic Keweenaw Peninsula, the university is just a few miles from Lake Superior. The surrounding area is perfect for enjoying outdoor activities throughout the year. (All ads must include geographic location to meet federal requirements)

Michigan Tech recognizes the importance of supporting faculty members' partners; candidates selected for on-campus interviews will be invited to bring a guest. Additional details on our Partner Engagement Program can be found at www.mtu.edu/provost/programs/partner-engagement/.

Michigan Tech is proud to be an ADVANCE Institution that has thrice received National Science Foundation support to increase diversity, inclusion, and the participation and advancement of women and underrepresented individuals in STEM.

Michigan Technological University is an Equal Opportunity Educational Institution/Equal Opportunity Employer that provides equal opportunity for all, including protected veterans and individuals with disabilities. (This statement is required due to federal EEO requirements)

For more information <insert info here – e.g., contact information for search committee chair>. To apply: See jobs.mtu.edu/postings/ and <insert unique address>."

Step 4: Review Diversity of the Applicant Pool

During this step, the search committee will review the applicant pool to determine if benchmarking goals are being met in regard to the diversity of applicants.

The EEO Report

The Equal Employment Opportunity (EEO) Report is a tool that will assist the committee in evaluating the diversity of the applicant pool. The EEO report provides information on how applicants have self-identified themselves and is a voluntary part of the application process due to compliance regulations. The search chair or search admin can run this report as needed, but only prior to any interviewing begins.  

Protected Class

For our federal reporting purposes, Michigan Tech follows the definitions of the diversity categories on the Protected Class webpage. These definitions come from the Office of Management and Budget (OMB) and are the standards that must be used by federal agencies such as EEOC and OFCCP for reporting purposes. Michigan Tech has no control over the definitions.

EEO Report Diversity Check Form III-A

As a part of this step, the committee will complete and submit Form III-A. This form requires the search committee to provide data that indicates what the current demographics are for the position, field, and/or the regionally availability. This will provide the committee a benchmark in which to compare available diverse candidates. One option to find this data is the National Science Foundation's Survey of Earned Doctorates (SED); a good place to start is by using Table 14 and Table 22. Other options are listed on the form. The provost will review the EEO Report and Form III-A, after the search committee chair, department chair and college dean have reviewed and signed.

Expand Recruiting Efforts If Needed

If representation of a diverse population is low, it is a best practice to expand recruitment efforts. This is important to note because the committee may need more time for additional recruitment efforts. Prior to interviewing, the committee could request the EEO report more than one time, however there must be a minimum number of 5 applicants before the report can be run. Once the committee begins any type of interviewing, the EEO Report cannot be pulled again in order to protect the self-identification process for applicants. Remember, all applicants must be evaluated based on required and/or desired qualifications listed in the job description. No employment decisions can be based on protected class characteristics as this is a violation of EEO law.

To obtain a copy of the EEO report and Form III-A contact your Academic Employment Service Representative.

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