Identify usual routines

Examine your position description – does it invite
applications from diverse candidates?

Review required and desired criteria provided in your position descriptions

Think carefully about future needs related to this
position and the unit – can you broaden the pool?

Utilize the networks of visiting lecturers/presenters

Call your colleagues who are minorities and ask them to forward position descriptions for you

Ask your colleagues to recommend minority candidates

Ask the Educational Opportunity staff to bring position announcements to their conferences and meetings or to promote them on their email lists

Identify administrators of color in appropriate fields and send letters asking them to nominate candidates

Advertise in journals/periodicals/websites that have minority audiences

Advertise in a newspaper published in a city with
minority populations

Recruit all year long

Network at your professional development
conferences

Examine your own conscious or subconscious
stereotypes that influence your evaluation of
position applications

Seek out and attend conferences/meetings that are non-traditional for you

Grow your own

Make sure you aggressively recruit and hire students of color

Support interns of color

Don’t be discouraged -- try and try again.

Examine the questions you ask

Be sure the interview schedule includes opportunities for the candidate to ask critical questions

When interviewing, examine your own conscious or subconscious biases that might influence your views or the information you share

Ask the candidate if they would like someone to accompany them (that would be moving with him/her)