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Search Committee Resources

  1. CALS Tenure-Track Faculty Search Committee Guidelines
  2. CALS SrAD Search Coordination Meeting Agenda - CALS Senior Associate Dean Discussion Points
  3. DEI Search Report  As of Fall 2023 this document has been incorporated into the Search Checklist above
  4. Cornell University Best Practices in Faculty Recruitment and Hiring
  5. CALS Faculty Hires-Best Practices for Diversity I - Attracting a diverse pool
  6. CALS Faculty Hires-Best Practices for Diversity II - Evaluation
  7. Cornell University Office of Faculty Development and Diversity - How to Review Supporting a Diverse Community Statement
  8. CALS Rubric for Assessing Research/Teaching/Advising/Diversity (thank you to COMM search committee Profs Schuldt, Niederdeppe, Bailey, and Won, and student Xu, for their work on this!)
  9. Candidate Evaluation Tool
  10. Human Resources - Unlawful Inquiries
  11. Reducing Stereotypic Biases in Hiring
  12. Harvard Business Review - 7 Practical Ways to Reduce Bias in Your Hiring Process
  13. Rankings of the institutions that confer the most undergraduate and graduate degrees to Black, Indigenous, Latina/o/x and Asian-American students

Additional support may be leveraged to recruit key hires. Please review and discuss the following programs withyour senior associate dean if helpful to your recruitment:

Dual Career Recruitments

Assistance may be requested to support the successful recruitment of dual career couples, whether the dual career need is an academic or staff position. As soon as a dual career opportunity has been identified, the hiring authority should notify the senior associate dean, who can work with the Office of the Provost, the Dual Career Office, other college deans and/or non-Cornell units if/as appropriate. In order to encourage and facilitate dual career recruitments between different schools/colleges, currently, the Provost’s Office provides partial bridge funding for dual career partners when the primary hire would be to a tenure-track role and the secondary hire would be to any academic rank.

A variety of assistance is available from the Dual Career Office (primarily for those pursuing non-academic positions), including support in: searching for a position, networking, interviewing/honing a resume, and learning about the local hiring market. Information about accessing this support should be requested from your senior associate dean as soon as possible in the recruitment process, once a dual career need is identified.


Cornell Provost Faculty Fellows Program

The goal of the Provost New Faculty Fellows Program is to support high-potential academics who can diversify the faculty ranks at Cornell who are receiving an offer at the rank of assistant professor. Such candidates include, but are not limited to those who are historically or currently underrepresented within the department or school, and/or those whose research, scholarship, or classroom skills and focus will uniquely support diversity and inclusion within the unit.

The program is aimed at enabling units to offer extra research time (1-2 years) to the candidate before starting or right at the start of their tenure-track position. Faculty Fellows are encouraged to take the Fellowship at Cornell, but it can be taken at another university. Application materials are available from your senior associate dean, who can submit a recommendation on behalf of your unit.
 

Provost's Bridge to Support Hiring Diverse Faculty

The University’s efforts to support recruitments of faculty that advance the mission of the university in diversity and inclusion are the shared responsibilities of the Office of the Vice Provost for Academic Affairs and the Office of Faculty Development and Diversity (OFDD). The Vice Provost for Academic Affairs provides partial bridge funding in support of diversity hiring for tenure-track lines. OFDD supports a variety of programming that advances strategic goals for recruiting and maintaining a diverse faculty. Additional information is available from your senior associate dean.

    * Faculty search committees are to evaluate the Diversity Statement in the same manner as other aspects of the candidate's application. Consider whether the statement is thoughtful, well-written and sophisticated. Does it describe a vision with concrete applications? Do proposed initiatives appear to be feasible, and are they consistent with the candidate's record or potential and Cornell's values and missions?

    In general, strong statements share common attributes; the statement:

    • Articulates the candidate's understanding of diversity, equity and inclusion (e.g. using data highlighting issues such as mentoring or access, ability to describe challenges and barriers);
    • Demonstrates a track record on diversity, equity and inclusion matters throughout candidate's career and as a student and educator (see examples above), and
    • Provides clear and concrete examples of how the candidate would promote diversity, equity and inclusion at Cornell University.