Director’s blog

Yvon Woappi, Ph.D. | August 02, 2022, New York, USA 

It’s that time of the year again, and departments are gearing up to recruit top diverse faculty to their academic institutions. Here are 8 key tips to ensure you secure that talent:

 #1: Make it about the science.

We sent you the application because we want to do science first and foremost.

Always approach us as scientists first.

#2: Stay clear of tokenism.

Be sincere, nothing’s worst to diverse candidates than observing virtue signaling and performative actions.

If your department doesn’t have a diverse faculty, be sincere as to why that might be.

#3: Don’t make assumptions.

A diverse candidate is just that: diverse. It doesn’t stop at gender, culture, political affiliations, or color.

Refrain from insinuations that imply preconceived ideas. Definitely don’t assume we want to be part of that DEI committee.

#4: Create a detailed mentoring plan.

We come with unique talents and experiences. A tailored plan for career success at your institution says you are intentional about your recruitment and your academic environment.

#5: Recruit with all you’ve got.

When an application from a top talent comes across your desk, rush to your dean, provost, and president immediately. Tell them you’re going to need their undivided support for an exceptional recruit.

#6: Diversity denotes plurality; hire more than one.

If multiple outstanding applications grace your desk, abolish scarcity thinking. Go back to the provost and ask for additional support. When that’s not enough, join forces with relevant departments and deans to fund a joint recruitment.

This is the informal exit interview. Poor performance here can negate prior recruitment efforts. You want to stay clear of anything that says institutional apathy, bias, or neglect 

 #8: Don’t make it personal.

It’s a competitive market for all involved; chances are you’re not the only one recruiting these candidates.

Good luck!

TL;DR? 8 free tips to level up your diverse
faculty recruitment:

1. Make it about science

2. Avoid tokenism

3. Don’t make assumptions

4. Create a mentoring plan

5. Recruit well

6. Hire more than one

7. Reimburse swiftly

8. Don’t make it personal

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