Every effort should be made to ensure that each candidate has an opportunity to fully engage with the larger campus during the search process. Underrepresented candidates will be more likely to accept an offer at UNL if search committees highlight opportunities to connect to the campus and the broader Lincoln community. The following suggestions will help to ensure that the resources of the university, the city, and the state are presented to the candidate. Have a system in place (e.g., the welcome package) to provide this information uniformly to all candidates.
Creating Connections On and Off Campus Website
It is common to spend a few minutes during interviews (both the initial screening interview and the campus interview) to elaborate on the variety of opportunities available in Lincoln. However, the typical question, "What can I tell you about Lincoln or Nebraska in the last five minutes," can be interpreted as a request for the candidate to reveal sensitive or potentially biasing information. Instead, direct candidates to the Creating Connections On and Off Campus website for information about the University, the city of Lincoln and the State of Nebraska. The Creating Connections On and Off Campus website gathers information about community resources into one location providing the opportunity for candidates to learn about the variety of affinity groups on campus and in Lincoln. Ethnic, religious, gender-based, or other affinity groups can aid in networking and social support for underrepresented faculty and staff. From an equity standpoint, pointing all candidates to the Creating Connections On and Off Campus website will ensure that resources are presented in a uniform manner and increase the ability to hold to job-related questions during the interviews.
Opportunity to Talk about the Diversity Climate
Search committees can provide candidates the chance to talk with people on campus and/or from the community about the campus climate and that of the broader community. Specifically, these individuals should be distinct from search committee members and the hiring department. This opportunity must be provided to all applicants and highlights the support for diversity on campus to all candidates regardless of their demographic distinction or identity orientation (see Appendix V).
Policies and Infrastructure
Provide all candidates with information on department, college, campus, and university policies related to performance evaluations, promotion and tenure, leaves of absence and maternity/paternity leave. Include information on physical infrastructure that promotes underrepresented faculty, including locations for nursing, gender-inclusive restrooms, on-campus daycare, and the Jackie Gaughan Multicultural Center. Policies regarding such topics as tuition remission, counseling services (EAP), Employee Resource Groups [affinity groups], vacation, sick leave, Husker tickets, and parking, should be presented and further information can be found at the following website: https://hr.unl.edu/.
Tours of Campus and Lincoln
Including a campus and city tour during the candidate’s visit will highlight different neighborhoods and areas in Lincoln. A trusted and experienced realtor would be great to use to provide a city tour. Please contact Procurement Services for information regarding supplier diversity in obtaining a realtor. Ensure that both the candidate and the realtor understand that this service does not suggest or require that the candidate is obligated to use the services of any specific real estate agent or company (see Appendix V). Ask candidates at the organization stage of the campus visit regarding their need or desire for such a tour. Be mindful of potential applicant ability issues. Here, some potential concerns can be handled without asking the applicant. For example, let candidates know the nature of a walking tour of campus so that they may make request for accommodations if needed or desired.
Non-Effective or Problematic Recruitment Efforts
Active recruitment efforts could backfire if not done thoughtfully and intentionally. Do not make assumptions regarding a candidate based on one aspect of their identity (e.g., race, gender identity, sexual orientation, family status, etc.). Specific tips are:
- Do not assume a candidate is interested in something based on race, gender, sexual orientation, national origin, or other characteristics
- In the event of a mistake, apologize, and listen if the candidate offers a response
- Remain earnest in your actions.