Search committees must have
Formulation of the recruitment plan is the opportunity for the search chair to consider ways of attracting a broad pool of qualified applicants. One goal in any search is to draw as many qualified applicants as possible. This increases the liklihood that the search committee will find someone who has the skills and experience to best fill the position. The Office of Equal Opportunity can offer assistance with this process and will review the form prior to beginning the recruitment phase of the search to ensure compliance with equal employment laws and policies.
It is important that position descriptions on file with the Office of Human Resources accurately reflect the responsibilities and activities of the job. Recruitment advertisements should be based on the current position description.
For more information on how to draft a position description, see:
A position announcement typically contains the following components, separated into distinct sections for clarity:
NOTE: The PeopleAdmin system automatically places the EO statement on each page. Do not include this in the posting information.
All applications are processed through the PeopleAdmin system at https://employment.kenyon.edu/
Position announcements should be distributed as widely as possible in order to attract a broad applicant pool. Decisions on where to advertise depend largely on the nature of the position being filled. In particular, consider whether someone would commute or relocate for a position given the compensation offered and if so, from how far away. Possible advertising options include:
All vacant positions will be listed on the Kenyon web site. When appropriate, the Office of Equal Opportunity will place an ad in the Chronicle of Higher Education and on the Inside Higher Ed web site. For more costly print publications, an abridged announcement may be used to direct applicants to the Kenyon web site.
In addition to the distribution channels listed above, search committees are encouraged to make additional efforts to locate and attract qualified applicants from diverse backgrounds, including members of racial and ethnic minorities, genders underrepresented in a given field, and first generation college graduates. Some possible strategies include: