Welcome to UC Riverside Affirmative Action Website

Please look through the following links for information regarding the advertising and processing of an open recruitment. Additionally, there are several template letters and checklists available for your use in assisting you with your search.

Advertise Open Positions

Widely advertise job openings by sending announcements to:

National Journals

Departments at other campuses/institutions

Academic and professional associations

Listservs

Web sites

**To determine if a job posting effectively generates applicants, create a unique code in the address that applicants are instructed to use to submit application materials.

Information on this page borrowed from UCSD Office of Faculty Affirmative Action

Contact Individuals

Because the University of California produces a large share of the national pool of doctorates, consult with colleagues at UC campuses to identify potential applicants, including those from diverse backgrounds

Make personal contact with academic administrators and faculty at non-UC institutions to identify a possible pool of diverse candidates.

Specifically target job announcements and application information at those institutions with Ph.D.’s relevant to the job requirements. Utilize directories and rosters of prestigious fellowship programs at both the dissertation and post-doctoral levels that support individuals from diverse backgrounds.

Attend conferences that provide opportunities to recruit applicants.

Identify individuals who have achieved excellence in their professional/research areas..

Information on this page borrowed from UCSD Office of Faculty Affirmative Action

Amplify the Equal Opportunity Affirmative Action Commitment

Whenever possible, replace “EO/AA” in ads with “UCR is an Equal Opportunity/Affirmative Action Employer with a strong institutional commitment to the achievement of excellence and diversity among its faculty and staff.”

Information on this page borrowed from UCSD Office of Faculty Affirmative Action

Utilize Department Resources

Include the department internet address in job postings

Seek to form search committees with diverse memberships

Have at least two search committee members review all initial application materials.

Use the mentoring program to welcome top candidates.

Showcase the academic excellence of the department by featuring faculty and research programs.

Create a visiting scholars program, distinguished lecturer series, or other mechanisms that will attract diverse faculty.

Have department chairs attend orientation sessions that include guidance on administering searches

Information on this page borrowed from UCSD Office of Faculty Affirmative Action

Assess Applicant Pool

Review the applicant pool prior to beginning the selection process to determine whether women and minority applicants are represented in the pool. If women and minority applicants are not present in the pool at about the rate of their estimated availability in the field, then review whether recruitment and outreach procedures were sufficiently broad, and if not, consider reopening the search with expanded, inclusive recruitment efforts.

Information on this page borrowed from UCSD Office of Faculty Affirmative Action

Tools and Templates to Assist you in Planning a Successful Recruitment

Below are several documents that may be useful to you as you plan and carryout your recruitment. (Microsoft Word Required)

Hiring Checklist

Search Committee Charge Letter

Recruitment Letter

Letter to Inquirers

Letter Acknowledging Receipt of an Application

Letter Acknowledging Letters of Reference

Letter Acknowledging Nomination

Rejection Letter to Non Interviewees

Rejection Letter – Interviewees Not Hired

Request to Make An Offer

Candidate Demographic Data

Candidate Demographic Data Supplement

Notice of Completion