Advertising Your Position
Advertising is crucial because the success or failure of identifying, attracting, and maintaining a pool of qualified candidates depends, in part, on the quality and variety of communication and media used to inform potential applicants and the coordination and timely placement of advertisements and other announcements.
The University of Idaho uses auto-enabled centralized advertising (at no additional charge for departments) for faculty and staff job vacancies through Jobelephant with the following paid advertising venues: , , and . No cost auto-enabled advertising venues include: Idaho Department of Labor, Association of Public and Land Grant Universities (APLU), and Indeed.com. Additionally, departments are required to advertise in journals, publications and other recruiting media that are relevant to the position. NOTE: your position will be posted automatically on the University of Idaho Job Center Web Site.
The University is committed to running open public searches aimed at attracting qualified, diverse applicant pools. In addition to traditional and technology-based advertising venues, we must engage in “active recruitment” to build our applicant pools. All active recruitment strategies should be noted and retained as part of the search documentation.
What is Active Recruiting?
The informal exchange of information among colleagues is still one of the most successful practices for identifying qualified job applicants, so long as underrepresented candidates are included. You are actively recruiting if you have:
- Networked to make connections to diverse communities, such as:
- Professional organizations representing diverse groups
- Conferences, seminars, job fairs and networking events
- Other professional social networking media, such as LinkedIn and Facebook.
- Joining online groups relevant to your department and taking an active part in them.
- Your own diverse friends, neighbors and colleagues
- Asked members of the search committee to call colleagues to see if they know of individuals who might be qualified for and interested in this position.
- Called or sent the full position description to relevant professional organizations or networks.
- Engaged local networks of people in related fields at the University or area colleges, corporations, and businesses to see if they know of potential candidates.
- Had a discussion in a department or search committee meeting to brainstorm other active recruiting strategies early in the search process.
Visit the Affirmative Action page for additional resources including General Diversity Recruitment Resources, Population Specific Recruitment Resources and Veterans Recruitment Resources.