Effects of Faculty Search Toolkit implementation and Search Chair Workshops on Faculty Job Applications 20162017 Mark Clarke Christiane Spitzmueller Erika Henderson DIVERSITY SEARCH COMMITTEE TRAINING ID: 706256
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Slide1
ADVANCE
Results of Search Toolkit Implementation and Search Chair Workshops 2016/2017
Effects of Faculty Search Toolkit implementation and Search Chair Workshops on Faculty Job Applications 2016/2017
Mark Clarke
Christiane Spitzmueller
Erika HendersonSlide2
DIVERSITY SEARCH COMMITTEE TRAINING2
Past approach: Ad posted on professional website with EOS-compliant languageApplications initially ranked, then candidates ranked in an impression-based system
Current approach:
Ad posted with diverse publications and organizations using encouraging diversity language
Bring in a broader pool of applicants ranked by rubric-based approachesSlide3
SEARCH COMMITTEE TRAINING – Attended by 175 Faculty during Fall 2016
ITEMSTRONGLY AGREE
AGREEDISAGREE
STRONGLY DISAGREENOT SURE
The recruitment toolkit provides practical information that can be used by faculty to enhance the search committee process
68%26%
1%4%0%The presenters provided an appropriate level of detail for each topic52%33%4%9%
1%
The information was presented
in a logical manner
65%
25%
4%
4%
1%
As a result of today’s training, I have a better understanding of
how to address specific issues that may arise during the faculty search process
57%
36%
2%
4%
0%
Overall, today’s training was worthwhile
60%
30%
2%
6%
1%Slide4
So – is it working?
4
Analyzed job applications across STEM/SBS/Other
Determine % changes in women applicants
Determine % changes in underrepresented applicants
Method:
Collected data through OJS on all TT faculty applications during the 2016/2017 recruitment cycle
Recruitment research supports that about 8% of variance can be accounted for by individual recruitment practice components
(
Collins, C. J., & Han, J. (2004). Exploring applicant pool quantity and quality: The effects of early recruitment practice strategies, corporate advertising, and firm reputation.
Personnel Psychology
,
57
(3),
685-717
.
)Slide5
Overall applications per position are up by 21% - significant improvement despite targeted hire searches in SBS
5Slide6
Overall: Improved number of URM applicants per position
6
19% more applications by African Americans
4% fewer Hispanic applicants total
Increase in multiracial and non-disclosures Slide7
STEM overall applications increased substantially in the last year – 32.7% increase
7
Improved recruitment processes have resulted in significant uptick in overall STEM TT faculty applications Slide8
STEM: 24% increase in Applications by African Americans, 46% increase Hispanic Applicants
8
Progress through diversity oriented search tools, improved recruitment language in ads Slide9
Social and behavioral sciences: No movement due to targeted hiring 2016/2017
9
Predominantly targeted hires – substantially lower applications than in other years
Will re-evaluate this coming year Slide10
Non-ADVANCE areas: 62% increase in applications per position
10
Larger number of position postings than last academic year
Applications per position have increased by 62%
Although Hispanic Applicants per Position declined slightly, large uptick in applications submitted by African Americans
33% increase in submissions per position by African Americans Slide11
Gender and Recruitment – substantial applicant pool increases
11
In STEM, 33% more women and 35% more men applied for positions
Other disciplines: applications for men went up by 80%, application by women went up by 27%Slide12
Implications
12
Continue to engage in recruitment best practices
Communicate success to stakeholders
Develop behavior-based interviewing methods to augment quality of site visit experiences
Measure quality of site visit experiences for URM candidates to provide feedback and learn from best practices