C. Advertising

Creating a broad, diverse pool of candidates is one of the most important functions of the search process. To be effective, the committee must be creative and aggressive in seeking to identify candidates.

Media

Most positions are advertised in media which have a national or international audience, e.g., The Chronicle of Higher Education and journals or newsletters published by national or international professional organizations. Occasionally, it is determined that a position can be filled most appropriately through a search limited to the State, region, or campus and the dean authorizes advertisements to be placed in media which serve the area of the search. Advertisements to appear in The Charlotte Observer are placed through the Human Resources Department. That office will submit the ad to the paper. The paper invoices the University for all advertising on a monthly basis.

Relying on “traditional” or “mainstream” publications and networks to announce a position will typically result in a “traditional” and “mainstream” pool of applicants. Utilize publications targeted at specific populations e.g. Women in Engineering, Association of Black Psychologists, Diverse, Women in Higher Education, Hispanic Outlook in Higher Education.

The Graystone Group can be used for your advertising needs. They will design the advertisement with UNC Charlotte's branding and can help you target minority populations.

Contacts

People contacts are much more effective in generating candidates than paper contacts. Consider recruiting in person at your national meeting. Many national associations also have caucuses for specific populations. Contact them as well, ask them to share the information, and ask for nominations of possible candidates. Utilize annual directories of recent Ph.D. recipients, such as those available from the Southern Regional Education Board’s Scholar Directory. The scholar directory is a database that showcases more than 700 accomplished doctoral scholars and successful Ph.D. recipients who are committed to pursuing careers in the professoriate. It consists of scholars from these participating organizations and programs: the Southern Regional Education Board (SREB), the New England Board of Higher Education (NEBHE), the National Institutes of Health (Bridges to the Professoriate NIGMS-MARC), the National Science Foundation (Alliances for Graduate Education and the Professoriate), and the Alfred P. Sloan Foundation. The database offers faculty and research recruiters an economical way to reach a diverse group of people. It includes access to: vitae, profiles, research and scholarship areas, as well as other information for all doctoral scholars and Ph.D. recipients who have attended the Institute on Teaching and Mentoring, the largest gathering of minority Ph.D.s and Ph.D. candidates in the nation.

The scholar directory is available only through subscription. To access the database, contact Academic Affairs (704-687-5774) for login name and password.

Where appropriate, utilize campus based networks, such as the African American Faculty and Staff Caucus and the Council for Race Relations (See the Provost's Website for more information).

Content

An advertisement must require reference to our on-line application process at the Jobs Website, and must list documents to be included electronically with the on-line EPA Faculty Profile. An advertisement must be accurate and, especially for publications which charge by the length of the advertisement, concise. It should be written in a style appropriate for the publication in which it will appear. It should provide sufficient information for applicants to determine their interest in the position and to learn how to apply and to obtain additional information. The advertisement must be free from text or illustrative material which implies that preference will be given to applicants on the basis of race, gender, religion, national origin, color, age, or absence of disability unless one or more of these is a bona fide occupational qualification for the position. The advertisement may contain a statement of preference for candidates with qualification or experience in diversifying programs, working with a diverse population, researching diverse issues or developing educational course framework to benefit diverse students.

Please note that in order to develop advertisements and recruiting strategies most likely to yield a broadly diverse pool of applicants, departments and search committees are encouraged to consider the following.

Because most searches occur due to the departure of a current faculty member, there is a natural tendency to think as a replacement for the incumbent; in other words, we tend to seek individuals with the same areas of expertise and qualifications as the departing person; at this point a commitment to diversity should begin.

Both the requirements and the responsibilities of the position can and should be reconsidered to be certain that they are not simply the result of traditional practices but are genuinely related to the current and future needs of the unit, including the need to enhance diversity among faculty or staff. A position description should be written to include the following considerations.

  1. A manner that attracts a diversified and broad range of candidates.
  2. Qualifications should be defined broadly where possible. Given the historical exclusion of underrepresented groups from many graduate programs or other sources of preparation, too rigid or narrowly defined requirements may unnecessarily exclude potentially successful candidates from serious consideration (e.g. numbers 1 and 2 of the following).
  3. Utilize qualifiers or adjectives with care; they may cause potential applicants to self select themselves out of consideration.

Examples of flexible wording in the position description:

  1. "Candidates should possess a terminal degree," rather than "Ph.D. required".
  2. "Candidates should have an advanced degree in counseling or a related discipline" rather than "degree in counseling required."
  3. "Candidates should have a solid record of scholarship and research" rather than "candidates should have a distinguished or nationally recognized body of research and scholarships."

Although the specific topics to address in an advertisement will depend upon the type of position, the type of media, and the cost involved, the following topics typically are included:

  • Title/rank/tenure status of position
  • Place of position within the University organizational structure (i.e., to whom will the appointee report)
  • Name of department/college
  • Description of department/college, university, and community
  • Description of position
  • Educational requirements
  • Highest earned degree from regionally accredited institution
  • Qualifications: experience and knowledge
  • Length of appointment
  • Starting date
  • Academic expectations
  • Salary/benefits
  • Application materials to be attached electronically
  • Support available for dual career couples
  • Schedule for the search, including application deadline
  • Requirement that all applicants must apply through our on-line application process
  • Affirmative action statement
  • Link to the College/Department website (optional)

All advertisements must include:

The academic expectations and/or qualifications that will be used to screen applications and make an employment decision. It may be useful to distinguish between the minimum required for appointment and what, in addition, is preferred.

(Note: The advertised expectations and/or qualifications must be applied to all applicants: i.e., if an applicant is excluded from consideration for lack of a credential identified as a requirement for the position, all applicants who lack that credential must be excluded.)

The affirmative action statement: The following statements can be used.

  • UNC Charlotte is an affirmative action, equal opportunity employer or to reduce advertising expense, the following, notation:AA/EOE. The statement may be expanded to include: Women, members of minority groups, and persons with disabilities are encouraged to apply.
  • As an EOE/AA employer and an ADVANCE Institution that strives to create an academic climate in which the dignity of all individuals is respected and maintained, the University of North Carolina at Charlotte encourages applications from all underrepresented groups.

The criminal background check statement: Subject to Criminal Background Check

The starting date of the appointment and the schedule for the search. In cases where the search is expected to be straightforward, the statement might read, for example:

Position available August 16, 20XX; deadline for receipt of applications is February 1, 20XX.

Note: If this wording is used, only applications received by the deadline may be considered.

For most searches, more flexibility is needed and a statement such as the following could be used:

Position available August 16, 20XX, or January 1, 20XX. Review of applications will begin February 1, 20XX, and continue until the position is filled.

In this case, any application received before an offer of appointment is accepted may be considered.

Instructions for applying, including materials to be provided. Typically, such materials include curriculum vitae, letter of application relating qualifications to requirements for the position, and the names/addresses/telephone numbers of a specified number of persons knowledgeable about the applicant's background and qualifications.

At a later date in the recruitment process, candidates will be asked to submit additional materials including graduate transcripts and, if required, letters of recommendation.

The Affirmative Action Office in the Department of Human Resources is available to assist with preparation of advertisements.

Example of a recent advertisement.

Expenses

The Dean's Office pays for the advertising of positions. The Provost will consider special requests for assistance to cover the expenses of unusual searches, e.g., searches for Distinguished Professors or extra costs associated with specific media targeted at historically underrepresented groups. Ready-to-mail advertisements prepared by the departments are appended to the Recruitment Plan when it is submitted to the Dean. The advertisements are mailed to the media by the Dean's office when the Recruitment Plan and the "advertising plan" are approved. Cover letters accompanying advertisements should instruct the advertiser to forward invoices to the Dean's Office for payment.