Recruitment and Advertising: Best Practices for Recruiting Underrepresented Folks in Communication Studies

This is my fourth, and for now final, post about best practices for recruiting underrepresented folks in communication studies. The first post helped frame the issues and provide a rationale. The second post laid out some initial steps involving relationship formation and partnerships with units like Latina/o/x studies and African American studies on your campuses.  Last week’s post was about some simple things that can be done to write job ads and propose hires that require minimal effort to diversify your pools. Today’s post is about putting in the effort to actually diversify your pool (or at least try).

The lack of attention to a variety of outlets and forums to recruit a more diverse applicant pool has become an unfortunate norm. Reflecting on where jobs were advertised in the most recent season of job recruitment, I was a little shocked and mostly dismayed at the lack of (minimal) effort from well intentioned people to recruit beyond CRTNET. 1. It’s 2017. 2. This isn’t rocket science. All it takes is a little critical thinking and you can advertise and draw from a wider pool. 3. CRTNET is a space that is often hostile to people of color and smart money has been on ignoring or unsubscribing from the listserv because of that hostility. Here are my recommendations. Continue reading “Recruitment and Advertising: Best Practices for Recruiting Underrepresented Folks in Communication Studies”

Proposing Hires: Best Practices for Recruiting Underrepresented Folks in Communication Studies

In December, I went live with a series about Best Practices for Recruiting Underrepresented Folks in Communication Studies. The second post in that series was about first steps — about making connections and forming relationships on your campus so that you can both setup a long-term plan and do some inherent good in supporting voices and programs that often lack full support at a PWI. This entry in my series is about proposing your new hires. This is the time of year (on my campus, at least) when deans are requesting proposals for new hires. So this post aims to offer some guidance about how you can proceed in a manner that keeps diversity, inclusion, and equity in mind.  Continue reading “Proposing Hires: Best Practices for Recruiting Underrepresented Folks in Communication Studies”

First Steps: Best Practices for Recruiting Underrepresented Folks in Communication Studies

Last week, I posted the first in a short series on “Recruiting Underrepresented Folks in Communication Studies.” Today’s post is about first steps that you can/should be engaging in to set the foundation for a broader strategy that involves making diversity, equity, and inclusion central to your new hires and, indeed, your department. I believe the most simple initial thing you can do is to make connections on campus and community. Continue reading “First Steps: Best Practices for Recruiting Underrepresented Folks in Communication Studies”

Best Practices for Recruiting Underrepresented Folks in Communication Studies

I was dismayed, this year, to see so few of the excellent job opportunities in communication studies get circulated within the networks for brown and black scholars in the field. I was particularly troubled that so few of the people I consider friends and “progressive” put in any effort to target scholars of color as part of their recruitment efforts. As such, I want to do something about that.

This post is the first of several that will become a kind of living document — a work-in-progress to help people identify some best practices to advertise beyond the CRTNET crowd and attain more racial diversity in communication studies job applicant pools and faculties. Items will be added as suggestions come in to me. If you have suggestions for additions/changes, please post in the comments here or on my Facebook posts sharing links to this story. If you would like to contact me to talk about these best practices (because you are a search chair, administrator, or member of the media), please email me at darrel {at} wanzerserrano {dot} com. Continue reading “Best Practices for Recruiting Underrepresented Folks in Communication Studies”