Faculty Hiring Manual 2023–24
Section 2: Getting Started

2.6 Publicizing the Position with a Communication Plan

Ensuring a large, high-quality, qualified, and inclusive applicant pool is critical to the success of any job posting. It is vital for Hiring Units to disseminate their new positions as widely as possible. Faculty searches will be most effective if they follow a clear and multi-layered communications plan. Hiring Unit chairs and Search Chairs should anticipate advertising needs in advance, establish a dedicated communications budget, and work collaboratively with their leadership to leverage any school, campus, or universitywide advertising resources.

Hiring Units should be aware of advertisement requirements associated with the hiring of foreign nationals and must follow federally mandated requirements for all positions. Hiring Units should read the Guidelines on Hiring Foreign Nationals memo prepared by Rutgers Global for additional information regarding federal requirements and consult with International Faculty and Scholar Services prior to placing the initial advertisement. Units planning to conduct faculty searches should bear in mind that if a foreign national emerges as the top candidate, Rutgers’ sponsorship of that candidate for a PERM-based green card will be possible only if your department is able to document that your search followed and met the Department of Labor requirements.

Positions posted through ROCS are posted automatically on Indeed.com, the Higher Education Recruitment Consortium (HERC), the New Jersey State Job Bank, and HigherEdJobs.com at no cost to the Hiring Unit.7 Hiring units also should consider placing both print and online advertisements in publications such as the Chronicle of Higher Education, Diverse: Issues in Higher Education, InsideHigherEd.com (online only), and other similar publications. All job advertisements in professional venues should include the university’s EEO statement and ROCS posting link so that candidates may apply directly into the ROCS portal.

Search committees should post the job advertisement to any formal professional job lists, including disciplinary and professional societies, that can extend the audience and expand the applicant pool. Examples of professional job lists include, but are not limited to, the National Society of Hispanic Professionals, the CIC-Directory of Minority Ph.D. Candidates and Recipients, the Society of Women Engineers, Asian Pacific Americans in Higher Education, or the American Association of Blacks in Higher Education. Additional job posting opportunities may be available through discipline-specific organizations, professional and scholarly associations, and Diverse Issues in Higher Education (www.diverseeducation.com).

When possible, members of the search committee, Hiring Units, and other departments associated with the position should actively engage in disseminating information related to the job posting. Techniques include, but are not limited to, advertising on professional organization listservs, posting on social media (i.e., LinkedIn), sharing the announcement across disciplinary communities and through professional networks with colleagues, and communicating with colleagues and mentors at other institutions, including Minority-Serving Institutions (MSIs). Job postings should be shared across a wide array of institutions beyond comparable AAU and peer institutions.

Widespread outreach and dissemination of job advertisements are vital components of successful searching and aids in establishing a diverse candidate pool.

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⁷ It should be noted that NJHERC also has a dual-career couple function and information regarding communities, school districts, and day care centers that can be useful.