Faculty Hiring Manual 2023–24
Section 2: Getting Started

2.1 Defining Priorities

As part of the regular discussion regarding hiring, Hiring Units should discuss the desired research and instructional areas that specific positions will fill, including curricular and enrollment needs both currently and in the future, desired fields and subfields of research, goals, and expectations for how the positions will advance the department’s academic priorities, any additional functional roles for specific positions within the department’s organizational structure and mission, leadership succession, mentoring and professional development support for candidates hired into new positions, desired ranks for positions, with discussion of how and whether other ranks might fulfill academic and clinical needs, as necessary, and the implications that filling specific positions might have for future hiring priorities.

Hiring Units at Rutgers vary significantly in size and composition, and disciplines confront distinct issues related to recruitment and hiring. Nevertheless, there are general approaches and best practices that can be adapted to any Hiring Unit. These include:

• Developing a vision statement in accordance with academic priorities (research, instructional) and planning hires in the context of that vision. Units should meet at least once annually to discuss hiring priorities with a view to recent or known upcoming retirements, resignations, and new directions or subfields in the discipline or field.
• Creating hiring plans that highlight the university’s commitments, including its commitment to diversity, equity, and inclusion as articulated in the University Diversity Strategic Plan.
• Conducting broad searches to attract a robust and diverse pool of qualified applicants.

There is significant value in creating a more diverse and inclusive faculty community, including, but not limited to:

• A faculty community that is diverse and inclusive ensures that different perspectives are brought to the classroom and broadens the curriculum to more traditions and life experiences.
• Having a more diverse and inclusive faculty community broadens the questions and methodologies that drive research at Rutgers, leading to greater innovation and creativity and hence to greater advancement in knowledge and scientific discoveries with greater impact and social relevance.
• The deliberative and governing bodies on which the faculty serve are informed by a wider range of expertise and experience.
• A diverse and inclusive faculty community helps to draw a more diverse undergraduate and graduate student body, strengthens connections between faculty and communities outside of the university, and helps create a culture of belonging and equitable achievement for everyone.

Before beginning the hiring process, Hiring Units should consult with their Chair and/or Dean, as well as UHR, about any requirements, policies, procedures, and practices that regulate the hiring process.