RESOURCES for Search Committees including Evaluation Rubrics and Link to Project Implicit

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

Take a look at these resources from AAAS

AAAS Diversity and Law: Neutral Strategies -  Faculty 

This Diversity and the Law: 2021 resource is funded by the Alfred P. Sloan Foundation (Grant No. G-2019-11443). It does not constitute legal advice, providing only general directional law-attentive guidance. Consult your own lawyer for institution-, fact- and jurisdiction- specific legal advice

Diversity and Law 2021 - Overview of Resources with links

STARTEGIES TO FACILITATE  AN ONGOING, ACTIVE FACULTY RECRUITMENT PROCESS IN YOUR DEPARTMENT

Departments should be having ongoing discussions around the direction the department is moving towards, and what this means for potential faculty hires in the future.

Make a copy of this Google Form and circulate to departmental faculty so they can identlfy potential faculty candidates through interactions with post docs, late-stage graduate students or faculty they were impressed with at conferences or workshops they attend.

The Nuts and Bolts of the Search Process

 

RESOURCES TO HELP DIVERSIFY YOUR FACULTY CANDIDATE POOLS

 

 

Please read this article: How to Protect DEI Requirements from Legal Peril

DIVERSITY LANGUAGE IN JOB ADS

One aspect of best practices is ensuring that diversity language is featured in job ads.  Language is one element that can contribute to attracting a diverse pool of qualified candidates.  Such language can include:

  • Experience with a variety of teaching methods and/or curricular perspectives
  • Previous experience interacting with communities of color or diverse student groups
  • Experience in cultures other than their own
  • Academic experiences and interests in culturally diverse groups
  • Interest in developing and implementing curricula that address multicultural issues

 

Strategic Interview Questions

 

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?
  • Examples of Diversity-Related Questions
  • Questions to Ask to Help Create a Diverse Applicant Pool

 

ASSESSING DIVERSITY STATEMENTS

 

Best Practices for Building A Diverse Faculty

 

 

Faculty Recruitment Toolkits from Other Institutions

 

 

PROJECT IMPLICIT: 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