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Sources for Diverse Recruitment

Below are links to job boards and organizations that focus on the hiring of underrepresented people.

Below are a few tips on hiring diverse employees.

  1. Studies has found that the language you use in your job description helps to attract or turn off diverse candidates from applying to your open role. To attract more female candidates, avoid using too many "masculine-type" words (e.g., ambitious, dominate, challenging) in your job posting. Check to see if your job posting might be turning off female candidates using this nifty gender-decoder tool.
  2. Check your unconscious bias.
    1. Talk openly and candidly with the hiring team. Unconscious biases are so deep inside of us that unless we identify and talk about them, they are not going to change.
    2. Complete unconscious bias training.
    3. The bias starts with the name on the resume. Make sure your team is considering diverse names.
    4. Use an interview scorecard to insure each candidate is asked the same questions. Bohnet (Harvard Business Review) suggests using an interview scorecard that grades candidates' responses to each question on a predetermined scale.
    5. Be careful of eliminating someone because a member of the search committee says "they are not a good fit." This is a vague, all-purpose brush off that search committees have used to eliminate someone from consideration when the candidate's culture or perspectives are different from their own. If someone says a candidate is not a good fit, ask for specific reasons why they feel that way.
     
  3. Aim for the "Two in the pool effect." Research featured in Harvard Business Review found that when the final candidate pool has only one underrepresented candidate, he or she has virtually no chances of being hired. If there are at least two female candidates in the final candidate pool, the odds of hiring a female candidate are 79 times greater. If there are least two underrepresented candidates in the final candidate pool, the odds of hiring an underrepresented candidate are 194 times greater. Hence, the "two in the pool effect."
  4. View Equal Opportunity & Inclusion's Diversity Recruitment Resource Guide (Login required to view document, email CODI@unf.edu to request a copy if you are unable to access it).