Maximize the use of technology to streamline the logistics of the hiring process
from pre-recruitment through appointment (Kent State University Diversity
Implementation Plan 2001-2005).
Expand and enhance online recruiting capabilities (Kent State University
Diversity Implementation Plan 2001-2005).
Maintain an applicant database for more efficient sharing of information about
candidates currently under consideration, for historical analysis, and for
identifying prospective candidates for future searches (Kent State University
Diversity Implementation Plan 2001-2005).
Names of potential candidates may be put into an internal database along with
the names of candidates from previous searches who either did not accept an
offer at your university or who now qualify for a position in your department
(Ohio State University Handbook, 1988).
The database should be continuously updated with new names provided by women,
minorities, students, and alumni from your university and other institutions
(Ohio State University Handbook, 1988).
Use listservs, bulletin boards, and other forms of technology to announce
positions and recruit potential candidates (Turner, 2002).
The job advertisement no longer needs to cover everything about the institution
or position. Instead a brief advertisement can include a link to the full job
description posted on the departmental or university web site. This use of
technology keeps advertising costs to a minimum and provides even more
information to candidates. The web page on which the position description is
posted can also include links to various university resources - cultural
centers, women's centers, family/community information, related research centers
on campus, a statement of commitment by senior administrators concerning
diversity hiring, etc. (Turner, 2002).
Have search committee members utilize current technology to locate minority
organizations within the discipline, announce position vacancies, and recruit
potential candidates of color ("Best Practices," 1998).
