Christiane Spitzmueller Erika Henderson ADVANCE Effects of Faculty Search Toolkit implementation and Search Chair Workshops on Faculty Job Applications 2016/2017 Mark Clarke Christiane Spitzmueller Erika Henderson Results of Search Toolkit Implementation and Search Chair Workshops 2016/2017

DIVERSITY SEARCH COMMITTEE TRAINING Past approach: Ad posted on professional website with EOS-compliant language Applications 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 approaches Changed how we conduct faculty searches rubric-based approach - screens faculty applications specific set of performance-related criteria evidence based, and demonstratively results in the hiring of more qualified and more diverse applicants. Providing databases of diversity-oriented professional associations for a host of disciplines, faculty recruitment toolkit, policy and resources to facilitate dual career hires What happens after we hire candidates and they attain tenure?

SEARCH COMMITTEE TRAINING – Attended by 175 Faculty during Fall 2016 ITEM STRONGLY AGREE AGREE DISAGREE STRONGLY DISAGREE NOT 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 topic 52% 33% 9% The information was presented in a logical manner 65% 25% 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% Overall, today’s training was worthwhile 60% 30% 6% Add number of participants in search committee training = 175

So – is it working? 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.) Analyzed job applications across STEM/SBS/Other Determine % changes in women applicants Determine % changes in underrepresented applicants

Overall applications per position are up by 21% - significant improvement despite targeted hire searches in SBS

Overall: Improved number of URM applicants per position 19% more applications by African Americans 4% fewer Hispanic applicants total Increase in multiracial and non-disclosures

STEM overall applications increased substantially in the last year – 32.7% increase Improved recruitment processes have resulted in significant uptick in overall STEM TT faculty applications

STEM: 24% increase in Applications by African Americans, 46% increase Hispanic Applicants Progress through diversity oriented search tools, improved recruitment language in ads

Social and behavioral sciences: No movement due to targeted hiring 2016/2017 Predominantly targeted hires – substantially lower applications than in other years Will re-evaluate this coming year

Non-ADVANCE areas: 62% increase in applications per position 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

Gender and Recruitment – substantial applicant pool increases Other disciplines: applications for men went up by 80%, application by women went up by 27% In STEM, 33% more women and 35% more men applied for positions

Implications 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