Continually recruit, even when you don't have a vacancy. Everyone you meet is a potential employee! Establish contacts and networks both inside and outside the university. For example, collect resumes for possible future openings at national meetings. Keep resumes on file at all times.
Start thinking like an athletic coach and go out and find the talent you need! Don't put an ad in the paper and sit back and wait.
Treat every vacancy like it's the only chance you have to increase your department's diversity.
Carefully and seriously consider internal candidates, who may have an edge due to university knowledge and a proven track record.
Use student internships and part time openings to try out possible future employees.
Write the position description correctly so that duties and qualifications are not too broad or narrow. This will ensure a decent pool of qualified applicants.
Utilize faculty and staff to assist with outreach.
Good candidates may have a variety of options and have to be "courted." The personal touch really makes a difference. This means making potential employees feel welcome through informal discussions and meetings with a variety of university personnel. If a candidate is from out of the area, help the family get to know the area.
Dual Career Resources offers helpful information for spouses if you are recruiting one member of a dual income couple.
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