At the beginning of the search is a good time to review the department’s workforce composition and identify departmental needs with respect to diversity and consideration of under-representation of women and minorities as well as other issues as they relate to conducting an equal opportunity/affirmative action search.
Consideration should be given to whether a position or job category is underutilized by women, minorities, or both, as established in the University's equal opportunity plan. If necessary, the search committee should develop strategies to address underrepresentation.
The qualifications for the position should not be so broad that few specifics are provided on which to base selection or elimination of applicants nor so restrictive that few will apply or qualify.
The recruitment strategy must be sufficiently broad based to reasonably expect that qualified women and minorities will be made aware of the position availability and encouraged to apply for the position.
Last Updated: October 17, 2016
