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[on_my_own]

I am on a search committee to fill an assistant/associate professor position in the social sciences. The job postings that are intended to "prove" that we are seeking diversity have already been determined but seem like they won't be our best bet. With no advertising money left in the budget, how can we get the word out about this opening?

[adhoc]

Are you saying that you have not posted the opening anywhere and have no money to do so?  Or have you posted it and want to post it more places but can't afford to?

In general, I would think that if you have listed it with CHE, whatever publications are relevent for your field, posted it on the Web page for your department and/or the university's HR department, and perhaps with HERC if that applies, then you've covered the bases. 

If the situation is that you can't afford to do at least most of that, I would wonder how you can afford to hire someone anyway.

[crazybatlady]

I thought you were a grad student.

[supernumerary]

Why can't you search for diversity in the same way as you search for 'traditional' good qualified candidates? What's wrong with the usual statement, 'X university is an equal opportunities employer' etc. Are you afraid that 'diverse' people don't look for jobs in the same ways and in the same places as other people? If you look for 'special' ways of searching you might end up suffering on the quality of candidates you attract, and I'm sure you're not suggesting that quality must suffer. All groups of people have good quality and poor quality amongst the ranks of potential candidates.

I think diversity is a more complex issue than where to advertize. It's more about how you interpret the applications you in fact get.

[on_my_own]

Crazybatlady, yes, I am a grad student. That is why I can't really influence the way the advertising budget is spent.
Adhoc, you just described the main recruitment tactics for this search. I was hoping to broaden the search somewhat.
Supernumerary, I think that all qualified applicants will be looking at the sources adhoc described. I also think that some applicants will be getting a special nudge from professors in my department that they have connections with. Most of these applicants will be white, male, upper middle class, and able-bodied since that's who these professors know. I was hoping to give a special nudge to other groups. And yes, diversity is more complex than ads, but ads are the first step.
To all: Our department has gone through a number of searches recently and have rarely gotten a diverse applicant pool, which is why I wanted to try to add some new strategies.

[crazybatlady]

Crazybatlady, yes, I am a grad student. That is why I can't really influence the way the advertising budget is spent.

The apparent inconsistency between your previous posts and this one, and the fact that there is a new poster raising issues of white campus groups at the same time the original post came out, led me to assume you were a troll.

My apologies.

cbl

[supernumerary]

on-my-own, thanks for coming back on this and the other thread to clarify what's going on with your search. Yes, there was a lot of speculation and reading between the lines but from what you now say it sounds to me as if you've got the right goals on this one. Good luck with the search.

[ohcanada]

Check with your national association to see if they have any subgroups, caucuses, or other groups that are focused on bringing together women/people of color/LGBT people/etc.  My national association has -- for example -- Women in FascinatingDiscipline, Black FascinatingDisciplinists, Caucus on LGBT Issues, etc, etc...

Often these groups will have ways of posting job advertisements at no cost -- because they are specifically trying to encourage greater representation of their respective population.  So, you might be able to get an announcement in their newsletter, on their website, or on their listserv.

[queenieburrs]

My department frequently gets notifications of job postings sent directly to our department manager with a request for her to distribute them to us.  This is a simple and free way to target university departments, organizations, or centers you think might contain a more diverse applicant pool.