The University of Denver is strongly committed to the pursuit of excellence by including and integrating individuals who represent different social groups. By achieving and maintaining a multicultural constituency of administrators, faculty and staff, we as an institution can gain an edge in educational and research opportunities and in preparing students for living and working in an increasingly diverse and global society.
The Center for Multicultural Excellence is available to support the efforts of hiring managers to conduct search processes that are fair and include a large and diverse pool of applicants in order to make these gains for the University mission and community.
The following candidate recruitment and position advertising resources are provided to help attract a large and diverse pool of candidates. These are the first of many resources that will be offered here; and are works in progress themselves. Unless otherwise indicated, these are PDF files. Creative credit is given on each document. Please contact Dr Mixon Mitchell with any needed updates.
For consultations and additional information, contact Debbie Mixon Mitchell, PhD, DU Director of Diversity Recruiting.
- Conceptual Framework for Faculty Hiring highlights major concepts that constitute a structure for an inclusive and excellent hire and retention of faculty.
- In Pursuit of Inclusive Excellence: A Guide to Faculty Hiring and In Pursuit of Inclusive Excellence: Faculty Hiring Guide-at-a-Glance (coming soon) will be provided as one of several resources to assist faculty and administrators in recruiting and hiring the finest candidates available. The guide is informed by empirical research, as well as conceptual and theoretical frameworks widely accepted as best faculty hiring practices used by private, public and peer institutions.
- Readings for Diverse Faculty Hiring
Best practices involved in the faculty hiring process play a key role in determining the degree to which a campus reflects a rich diversity related to life experience, knowledge and perspectives benefiting the educational environment for students and faculty alike. The search and screening processes is most effective when it is preceded with activities found on the Pre-search Activities Checklist (coming soon).
Additional resources to help hiring officers/committees prepare:
- Search Process outline
- Tips for Developing Selection Criteria
- Search Committee Role & Responsibilities
Recruitment, Interview & Selection Process
CME works in collaboration with campus search committees to attract and actively recruit a broad range of diverse candidates and to conduct a fair selection and interview process. Please contact Dr Debbie Mixon Mitchell at 303-871-2502 or Debra.Mixon@du.edu, and Kathryne Grove, Director of Equal Opportunity at 303-871-7436 or Kathryne.Grove@du.edu to arrange for them to attend the first search committee meeting.
Recruiting, Selection & Interview Resources
- Steps to Recruit Broadly
- Proactive Language Examples
- Research on Bias and Assumption brochure from University of Wisconsin
- Common Sources of Cognitive Errors
- Candidate Evaluation
- Sample Interview questions
- Do's & Don'ts in Interpersonal Interaction
- Reference Check Guidelines
Tools & Resources for Recruiting a Large and Diverse Pool of Applicants
- Affinity Organizations-Associations for networking and job posting
- Asian American Serving Institutions
- Hispanic Serving Institutions
- Historically Black Colleges & Universities
- Tribal Colleges Brochure
- Women Serving Colleges & Institutions
Campus Visit Support : We can help connect visiting candidates with current faculty who share salient social identities.
Once a successful hire is complete, the ongoing success is best achieved with a plan for connecting the new hire to important supports and resources needed for advancement and retention. Support is especially important during the first year of employment. CME offers a variety support, connections and professional development opportunities; see our Faculty page.