Targetted search plans for the recruitment of women
Increasing the number of women on your team or finding more women to apply for positions at the University may require the use of targeted search plans. Developing and using a search plan is a way of broadening the field of well-qualified applicants. It involves going beyond the normal advertisement procedures and using the less formal network of contacts through which many successful applicants hear of jobs.
The use of targeted search plans does not mean that anyone encouraged to apply will be treated other than on merit in the selection process. This should be clearly pointed out to any woman contacted during the search process. Targeted search plans also do not mean that candidates who have no realistic chance of appointment would be encouraged to apply.
The following guidelines have been developed to encourage applications from women, particularly appropriate women for senior positions and for occupational groupings or academic discipline where they are currently under-represented.
A search plan is usually drawn up at the same time as the advertisement and the selection criteria. The strategies adopted will vary with the nature of the position and the academic discipline or knowledge required, but could include the following activities.
1. Identifying appropriate women
- Contact people who are in a position to identify women in the discipline or profession who might meet the requirements - for example, heads of department in national or international universities, key staff in the relevant discipline or profession ie key figures in professional or academic associations.
- Discuss the position with potential applicants from (some of) the following: current staff, former staff, ex-students, former visitors, presenters of conference papers, conference participants, etc.
- Potential applicants can also be identified through staff placements and exchanges, international exchanges or visits and industry placements or exchanges.
- Advertise in appropriated major journal or publications, use email networks/list servers, professional bodies' websites and staff lists of other universities.
Contacting potential applicants
- Make contact in confidence by letter or telephone and send copies of the advertisement and supporting information to women believed to possess the appropriate qualifications. A standard letter is available from Human Resources to use in notifying suitable women about advertised positions.
- Invite such women to contact the relevant Dean or responsible staff member to discuss the position in confidence.
Engaging a search firm
- In some cases, particularly for senior positions, an external search firm may need to be employed to search for suitable applicants. In such instances, the firm should be apprised of these guidelines and requested to take appropriate action, including making a report ion the number of women and men contacted. Contact Human Resources for a list of preferred search providers.
Reporting back
- The Dean or staff member responsible should provide the selection committee with a report on the search process and include a list of potential applicants, including women, who were approached. If an external search firm has been employed, their report should include the outcome of the contact and gender of each potential applicant.
Shortlisting
- A shortlist of appropriate candidates is compiled. If the shortlist does not contain any female applicants, the targeted search should be expanded and additional female candidates should be contacted.
Additional information to include
- Information regarding Monash's working environment should also be included in approaches made to potential applicants. For example, Monash has been an EOWA Employer of Choice for Women since 2001 and has a range of programs and strategies supporting the advancement of women's careers.
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