Below, you will find a plethora of resources that will be invaluable in all stages of your search for a new faculty member - from writing the advertisment, to evaluating the candidates.
RESOURCES PERTANING TO SEARCHES IN THE VIRTUAL ENVIRONMENT
IMPORTANT INFORMATION REGARDING RECORDING APPLICANTS AND THE SEARCH PROCESS
Please note that recording presentations and other items from a virtual search are, under the state personnel records act, accessible to applicants. In addition, they legally have access to all records we maintain regarding themselves as an applicant -- access to records may be shared upon request, with some limited exceptions, including letters of reference that are solicited prior to employment.
If an applicant requests the "recorded video of [the candidate's] research presentation" you may edit out those portions of the video that include others' interview questions. It is advisable to limit your response to the scope of the specific request. If the presentation was interrupted with questions throughout, it would be advisable to notify the others involved that the candidate has a right to access the video. You can also make a statement at the beginning of the presentation that this will be recorded for purposes of review by those not present. However, you should let everyone in the department know that such a presentation can be requested by the applicant.
NOTE: A 'copy' need not be distributed directly because the department cannot control what might be further shared, with whom, in what (limited) context. If the search committee or department prefers, they could offer an opportunity to play the recording for an applicant to review, which thus provides access and opportunity to review, but if you prefer a managed setting this guarantees 'copies' are not further made or obtained for potential further distribution.
Best Practices for Interviewing Faculty Candidates Virtually
Consistency and Equity in Virtual Interviews
Evaluation Rubric Examples in No Particular Order
- Rubric 1
- Rubric 2
- Rubric 3
- Rubric from Michigan State
- Rubric from UCLA
- Rubric 5
- Rubric 6
- Rubric 7 (.doc version)
- Rubric 8 - png image of a very comprehensive excel file
The Nuts and Bolts of the Search Process
- Checklist for employment of full-time faculty
- UNC Charlotte Office of Legal Affairs Interview and Search Committee Guidelines
- The Faculty Recruitment Process
- Search Committee Fundamentals
- HERC of the Carolinas: The Higher Education Recruitment Consortium of the Carolinas - an excellent resource for dual-career hires. HERC of the Carolinas connects talented professionals with the best higher education employers in the East, listing hundreds of jobs from our member colleges and universities, community colleges, teaching hospitals, and research institutes.Our member institutions are committed to diversity hiring and dual-career couples, and our jobs cover the broadest spectrum of business functions, academic disciplines, and career stages.
- List of places your job advertisement will appear because of UNC Charlotte's membership in HERC of the Carolinas
- Diversity Trio Job Boards: The DiversityTrio.com group of job boards are the highest traffic specific sites for diversity in the higher education space. Hundreds of thousands of unique job seekers view the job boards every month.
- When Two Bodies Are (Not) a Problem: Gender and Relationship Status Discrimination in Academic Hiring
Strategic Interview Questions
- Examples of Questions that Focus on Job-Related Behaviors
- Examples of Diversity-Related Questions
- Questions to Ask to Help Create a Diverse Applicant Pool
Strategic Diversity Questions
- UNC Charlotte is committed to building a culturally diverse environment. How would you further this goal?
- How have multicultural issues influenced and /or been a part of your teaching, research and outreach/service?
- What do you see as the most challenging aspects of an increasingly diverse academic community?
- Follow up question….
- What initiatives or strategies have you taken in your previous capacities to meet such challenges?
- How does diversity relate specifically to this job and how do you incorporate diversity into your day to day work?
- Describe strategies (that you have used or considered) for creating an inclusive learning environment for your students?
- Provide us with examples of how you have managed diversity in your classroom setting.
- Has diversity played a role in shaping your teaching and advising styles?
ASSESSING DIVERSITY STATEMENTS
- Breaking Down Diversity Statements: “Too often in higher education and other organizations, diversity is understood as only a proxy, or code, for race or demographic identity, and it is often not tied to equity and inclusion,” Chavous said. “For the faculty program from which we drew our data, applicants were provided explicit guidance about the goal of the diversity statements -- that the university was looking for indicators of demonstrated commitments to diversity, equity and inclusion and valued the different ways this might be demonstrated,” such as scholarship, teaching, mentoring, service and engagement."
- Rubric from UC Berkeley to assess candidate contributions to Diversity, Equity, and Inclusion
- Tips for Assessing Diversity Statements from University of Washington
Best Practices for Building A Diverse Faculty
- A welcoming work environment is one that reflects the diversity and values of the University. Diversity in sexual orientation, gender identity, and gender expression, should be an integral part of the ongoing effort to create and sustain an inclusive environ- ment. The strategies and tools in this guide can facilitate an LGBTQ+-welcoming environment. Visibility is critically important for recruitment, particularly for the recruitment of LGBTQ+ faculty. Please click here to access the guide
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Social media has the potential to expand your recruitment reach and tap into new audiences. See 7 Tips to Building Inclusive Recruitment Through Social Media
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Columbia University: Guide to Best Practices in Faculty Search and Hiring: Excellent Resource for Identifying Places to post Job Advertisments to Ensure a Diverse Pool of Candidates - see page 28. Also, an excellent resource for Readings about Hidden Bias, with Summary and Key Points for each reference cited - see Pages 32 - 39
- Building the Faculty Pool: The candidate pool is the single most important factor in the success of an initiative to diversify the faculty
- Effective Strategies to Diversify STEM Faculty - excellent powerpoint with numerous institutions contributing to the content
- Best Practices for Hiring Disabled Faculty Members
- 3 Myths Plus a Few Best Practices for Achieving Diversity - Scientific American
- How to Do a Better Job of Searching for Diversity
- Search Committee Practices to Enable Equity
- How and Why We Built a Majority- Minority Faculty
- Best Practices for Recruiting and Retaining Women in Physics by The American Physical Society. A useful resource for Recruiting and Retaining Women Faculty in STEM disciplines in general
Faculty Recruitment Toolkits from Other Institutions:
- Michigan State University
- University of Washington
- University of Michigan Workshop in Powerpoint Format: Faculty Recruitment for Diversity and Excellence
- Wiseli (University in Science and Engineering Leadership Institute - U Wisconsin-Madison): Searching for Excellence and Diversity: Recruiting Resources for Search Committee
PROJECT IMPLICIT: 
- Project Implicit is a non-profit organization and international collaborative network of researchers investigating implicit social cognition - thoughts and feelings outside of conscious awareness and control. Project Implicit is the product of a team of scientists whose research produced new ways of understanding attitudes, stereotypes and other hidden biases that influence perception, judgment, and action.
- Project Implicit translates that academic research into practical applications for addressing diversity, improving decision-making, and increasing the likelihood that practices are aligned with personal and organizational values.
- Project Implicit will allow you to determine your conscious and unconscious preferences for over 90 different topics ranging from pets to political issues, ethnic groups to sports teams, and entertainers to styles of music. At the same time, you will be assisting psychological research on thoughts and feelings.
- Sessions require 10-15 minutes to complete. Each time you begin a session you will be randomly assigned to a topic. Try one or do them all! At the end of the session, you will get some information about the study and a summary of your results. We hope that you will find the experience interesting and informative.
OUTSMARTING HUMAN MINDS: 
Outsmarting Human Minds shines light on our implicit biases. Explore the mind’s blindspots with our episodes and tests, and apply insights from the science to make better decisions in life and at work