Minority Faculty/Staff Recruitment Consulting (Annual)
Summary of Services Offered:
Assist with Job Descriptions and Diversity Statements (Departmental/Institution):
We explore how positions are crafted in attracting diverse candidates. We make sure to not disrupt the actual content/requirements but examine language to make the positions more inclusive. We also explore where jobs are posted and develop a tracking system to explore which marketing avenue has proven most effective.
Job Distribution, Circulation and Outreach
The Academic Network is now a member of over 1,468 national academic list-serves which gather prospective applicant information, including dissertation topics, concentrations, gender, age, past experiences and cultural background. All information is self-reported from the candidate.
We have the mailing/email information for every college/university position in the country – including over 14,000 current faculty, staff and administrators. We issue job advertisements directly to this pool, as they have the professional background and academic profile which could make them matches for staff/administrative positions within your department.
MFAD Job – a website page at specifically tailored to highlighting employment opportunities (faculty, staff and administrative positions) for persons of color. You will be profiled as the “Diversity Excellence Client” – where you will have your own page which will allow profile information, statistics about the school, contacts for more information regarding job opportunities and jobs. This banner receives approximately 15,000 “hits” per month from persons seeking jobs in higher education.
We track every position we distribute through our entire network. Then we calculate where the "hits" come from (which organization), as well as how often it has been circulated via their own list-serve. We then compile the statistical data and produce a report. Our diversity job circulation network is the largest in the country, as no other firm has as many exclusive partnerships with minority academic and professional associations, career placements directors and current faculty/staff of color seeking opportunities. A “Statistical Distribution Report” will be provided every 60 days from the initiation of the contract/payment date.
II. Development of the Best Practices Faculty Selection Committee Guide
We assist in developing the categories, text, policies and procedures in the form of a training manual on the Guide to the Faculty Selection Committee Process. Specific focus is aimed at increasing the productivity of each search through navigating effective criteria with a sense of equity and inclusion. We will also assist in developing a Strategic Guide on Recruiting Diverse Faculty and Staff.
III. Marketing Materials
Assist in the Development of a Diversity Faculty/Staff Recruitment Brochure & Postcard Series:
Create personalized, diversity marketing pieces (strike publication for easy circulation, also in digital format - aimed at providing a “snapshot” of the campus, including its faculty, staff and student body). Stress the importance of the “network” between the campus and the community. We will also create a series of postcards which can attract candidates to your institution/program.
The Academic Network, after content submission, will assist with the layout of the design and provide printing. Final brochure/publication draft approval from Aims CC is required prior to printing.
IV. Institutional/Organizational Partnerships:
We have developed “feeder” partnerships with nearly 1,200 academic and professional associations (including over 780 minority academic/professional organizations). We have established partnerships with the Higher Education Recruitment Consortium (HERC), The PhD Project, HBCU Connect, Black PR, Hispanic NewsWire and others to circulate job postings. Overall, it is estimate that our client job postings reach over 175,000 potential candidates. We can then work together on the best departmental unit in which to connect them.
V. On-Campus Trainings
The Academic Network, Inc. will correspond via email, phone and teleconference (Skype/Zoom) over the consulting term. Dr. Shropshire will also visit the campus periodically to conduct meetings, workshops, focus groups or strategy meetings. Visits are for a 2-day period and divided into morning and afternoon sessions.
These meetings will be to educate department members (of your choosing) on implicit bias and diversity enrichment, as well as establishing a forum to exchange ideas on making the academic environment more conducive to dialogue and strategic implementation of ideas
You have a choice of two the following 2-hour campus workshops/trainings:
Addressing Implicit Bias/Inclusion Training for Higher Ed Professionals
Summary: Exploring ways to interact and engage with fellow employees
Finding Diversity & Equity in the Faculty Selection Committee Review Process
Summary: Incorporating Key Techniques in Recognizing Diversity in the Faculty Review and Selection Process.
Strategies in Minority Faculty/Staff Retention
Summary: Retaining our diverse faculty/staff talent and determining the factors of departure.
VI. Assist in Establishing the D.A.D. (Denied Applicant Database)
The client can track “rejected” applicants and ask if they would like to be considered for future positions at the university. This method will allow a sense of “good will” toward the rejected candidate, thus allowing them to let others know how “personal” the application and selection process was in their consideration.
VII. Evaluate and Collect Actionable Data
We assist in analyzing data regarding national or regional hiring trends among diverse audiences. Data of this magnitude will allow Aims CC to determine the best measures in locating and recruiting diverse applicant pools.
VIII. Organize a “Diverse Faculty/Staff Job Fair”
Conducting an on-campus fair for potential candidates is cost-effective and far reaching into the potential faculty pool for future years. We assist in building relationships with Equal Opportunity Specialists and Affirmative Action Personnel within your geographical region.
IX. Focus Groups/Inclusion Assessment
Inclusion Assessment Meetings are aimed at producing effective dialogue on diversity, inclusion and equity on campus between students, faculty/staff and administrators. After the meetings, we will produce an extensive proposal detailing the avenues of discussion with the various groups. We develop a detailed assessment on the strengths of the campus environment and how it can improve in areas which could inhibit institutional effectiveness. The evaluation will provide immediate and long-term "strike points" which could provide a landscape for open communication between campus entities.
Day One Meeting: Department Faculty, Staff and Administrators
In these sessions, we discuss the campus climate as related to dialogue between academic department personnel. We focus on areas of communication in a diverse workplace, working with the external community and developing strategies in cross-cultural relationships.
The Academic Network consulting term will begin on the date the payment is received and proceed through a year to date.
Diversity Consulting Program Cost: Upon Discussion
*travel for visits to campus are incurred by the client institution