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Create the position in the eRecruit module of the university’s MyHR system ( and submit the presearch documentation (search committee composition and job advertisement text) through eRecruit to the Office of the Provost for review.

The appropriate dean or the dean’s designee appoints a search committee generally comprising three or more faculty members (tenured and/or untenured). In addition, search committees are expected to designate an Search Compliance Representative, a senior faculty member who is serving on the search committee but not as committee chair. The Search Compliance Representative is responsible for ensuring that the search is active, affirmative, and equitable and follows best practices; see Appendix A. 

The presearch documentation must include the composition of the search committee, including the designation of the Search Compliance Representative.

Ways to Broaden the Search Committee

• Expand search committee composition in terms of academic perspectives and field expertise.
• Bring in members of other departments or schools.
• Consider inviting graduate students to serve as contributing but nonvoting members.

In most cases, define the position in broad terms—listing several alternative topics and approaches and a range of courses to be taught—to increase the competitiveness of the applicant pool. In some areas, you may instead consider narrowing the field in ways that may diversify the faculty research focus in relation to your specific discipline.

In addition, you should think of your search as an opportunity to move in scholarly directions that reflect the future of the field rather than simply an exercise to replace a departing colleague.

The position announcement must include:

• A brief statement of duties
• Minimum qualifications (e.g., degrees and experience requirements) and other desirable credentials
• Rank and/or title; if either of these is negotiable, this should be stated
• Information on whether the position is full- or part-time and whether it is ongoing or for a specified term
• Proposed starting date
• Closing date for receipt of applications
• Contact information, including where applicants should send their credentials
• The following EEO statement:

Õ¬Äи£Àûµ¼º½ University is an Equal Opportunity Employer and does not discriminate on the basis of protected characteristics, including disability and veteran status. View Õ¬Äи£Àûµ¼º½’s non-discrimination statement. Job applicants who wish to request an accommodation in the application or hiring process should contact the Office of Civil Rights and Title IX Compliance. View additional information on the accommodations process.

The creation of a broad pool of prospective candidates is an essential first step in the faculty recruitment process. Effective searches are proactive searches in which the committee energetically seeks out promising individuals. Some of the best practices listed below should be followed regularly, whether or not a department is currently carrying out a search.

Using Personal and Professional Networks

• At professional conferences, make efforts to establish relationships with promising graduate students and scholars. Compile a running list of promising individuals even though no position may be immediately available.
• Identify these students during their graduate study, rather than waiting until they are on the market, and invite them to Õ¬Äи£Àûµ¼º½ to attend conferences and other events.
• Use your networks of colleagues and scholars at other institutions, including graduates from your department now teaching elsewhere, to invite suggestions of candidates.
• Establish relationships with colleagues at institutions with a strong record of graduating students from underrepresented groups.
• Use Õ¬Äи£Àûµ¼º½ colleagues and graduate students to publicize open positions. Ask them to take copies of the job announcement to academic conferences and meetings.
•  

Searching Widely 

• Consider targeting scholars at institutions that lack some of Õ¬Äи£Àûµ¼º½’s advantages, such as our location in a major urban area, strong interdisciplinary programs, and access to graduate students.
• Consider graduate students and scholars from a broad range of institutions, beyond a limited set of peer institutions.

Advertising Broadly

• After all approvals for the search are received, the position announcement will automatically be posted publicly on the Õ¬Äи£Àûµ¼º½ Careers webpage (for a minimum of five days), the Greater Chicago Midwest Higher Education Recruitment Consortium (GCM HERC) job board, and preapproved external venues through myHR.
• Identify and advertise early and broadly in your discipline’s standard journals.
• Post job announcements through social media. Graduate students serving on your search committee can be expert sources of advice on using social media to strengthen your strategy for advertising the position.
• For a list of advertising venues for faculty recruitment, see Appendix C.
• Additional federal requirements apply to the hiring of candidates who are not US citizens or permanent residents. Consult the Office of International Õ¬Äи£Àûµ¼º½ and Scholar Services for most recent requirements.