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Recruiting Handbook

Guidelines for Faculty Recruitment

This packet includes basic guidelines for conducting searches and hires for tenure track faculty as well as material that may be useful to departments and programs during their recruitment process. Recruitment procedures are also described in Section IV. A. in the Faculty Handbook.  

I. Securing Approval for a Tenure-Track Search

II. Starting the Search: Search Committee

III. Job Advertisements for Faculty Hires

IV. Diversity Goals

V. Candidate Interviews and Communication with the Dean's Office

A. Before Interviews Begin

B. Arranging and Conducting Interviews

C. Expenses

1. For Tenure-Track Hires

2. For Year-Long Visitor Hires

VI. Choosing Final Candidates

VII. Suggestions Regarding Diversity Representatives and International Hires

A. Examples of Questions to Ask in On-Campus Interviews

B. For Diversity Representatives

C. Points of Consideration

D. What Can I Ask? How Do I Ask It?

E. Some of Our Favorite Questions

F. Evaluating the Search

VIII. Colorado College Guidelines for Employing International Faculty in a Tenure-Track Position

IX. Record Keeping for Tenure-Track Hires

Appendix I: Samples of Job Announcements

Appendix II: Websites for Improving Diversity

Appendix III: Comments from New Faculty

I. Securing Approval for a Tenure-Track Search

All departments and programs must seek approval for any tenure track search. Submit proposals to the Dean of the College, who will discuss proposed searches with the chair or director and the FEC, and make a recommendation to the President. The President gives final approval for all searches.

Proposals for the reauthorization of a position vacated by retirement or resignation are due by the end of Week 3 in Block 7. Authorized searches will take place during the following academic year.

Proposals must include:

1) A brief description of the position

2) an explanation of the need to fill the position

3) a statement of how the position fits into the long-term goals of the department or program, how it contributes to general education requirements, and how the position might contribute to diversity in the curriculum and/or the community

4) an initial draft of a job announcement

The application form can be found here.

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II. Starting the Search: Search Committee

After securing final approval to conduct a search, the department or program will select a search committee. According to the Faculty Handbook, a search committee normally consists of members of the hiring department plus two non-departmental faculty members. If a departmental member is being replaced, he or she does not serve on the search committee. All committee members participate in every phase of the search and hiring process.

The hiring department or program will select the first outside member, and the Associate Dean of the Faculty will select the second outside member.

If a hiring department has fewer than four members, the requirement regarding two outside members may be altered. The hiring department must submit a proposal outlining the desired committee composition and the reasoning for this composition, to the Diversity and Equity Advisory Board and the Dean for discussion and approval. If only one non-departmental representative serves on the hiring committee, the department will suggest someone for this service. If the Associate Dean of the Faculty does not accept the suggestion, the department will put forward another name.  The Associate Dean of the Faculty makes the final decision.

This past year the faculty voted to replace the Women’s Concerns Committee (WCC) and Minority Concerns Committee (MCC) with a Diversity and Equity Advisory Board. The faculty also voted to change the way the College selects diversity representatives to serve on search committees.

In 2015-16 each search committee should have a minimum of two diversity representatives. At least one of the representatives must be tenured, and both representatives should have completed either two half-day sessions, or 1 full-day session on diversity in the recruiting process. An outside member can also serve as a diversity representative. The sessions are designed to enhance our knowledge of, and ability to explain, how issues of diversity affect searches for tenure-track faculty. These sessions should be completed as expeditiously as possible and in keeping with the timeline of the search.

In 2015-16 all hiring departments and programs must use PEOPLE ADMIN to collect applications and manage their search.

The Associate Dean of the Faculty must also approve the final version of the announcement before the Department Chair places it in appropriate publications and websites. If your department is willing to consider a split appointment, the job announcement should include that possibility. 

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III. Job Advertisements for Faculty Hires 

The Dean’s Office places a single ad in major national venues, including minority sites, for departmental hiring.  This replaces the old practice of individual departments paying for their own ads in the same journals (i.e. in a year with seven searches, we used to pay for seven ads in the Chronicle of Higher Education, seven ads in Inside Higher Ed, seven ads in Latinos in Higher Ed, and so on).  Now the office pays for one ad in each of these locations commonly used by all departments.  The ads list the department and field being sought in the ad and refer people to the CC faculty employment website for details of the position.  Be sure to send the final approved job description to the Associate Dean of the Faculty for posting on that site.

The journals/websites in which the College currently places the college ad are:

  • The Chronicle of Higher Education
  • Inside Higher Ed
  • Latinos in Higher Ed
  • Hispanic Outlook
  • HigherEdJobs
  • Outlook in Higher Education
  • Academic
  • The Academic Network

If a significant venue is missing from this list that is national in nature (not just specific to one discipline) please let the Dean’s Office know.  The ads are normally submitted for print by mid-August to assist the many departments that are searching early every year.  Let the Associate Dean of the Faculty know if a department needs to place ads even earlier.

Departments should place their ads in venues appropriate to the discipline.  These venues may include minority sites appropriate to the discipline.

Remember that ads are expensive; please be concise and precise.

The Colorado College EEO statement now reads as follows: Colorado College is an equal opportunity employer committed to increasing the diversity of its community.  We do not discriminate on the basis of race, color, age, disability, national origin, religion, gender, sexual orientation, gender identity or expression in our educational programs and activities or our employment practices.

See samples of ads in Appendix 1

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IV. Diversity Goals

To strengthen our collective efforts to diversify the faculty and the curriculum we must make every effort to recruit highly qualified candidates who contribute to diversity and ensure that they are represented in the final round. In addition to the journals and sites where the Dean’s office posts college ads, the Minority Concerns Committee has identified journals and sites that are especially valuable for diversity recruitment. While advertising is crucial, note that advertising is usually not enough to accomplish our goals; we encourage departments to use multiple approaches to enhance the diversity of the candidate pool. In addition to contacting universities and professional associations, many of which have Web pages, search committees can access sources on the Dean’s webpage under Hiring Procedures. Please be aware that the President may cancel a search if a search committee has failed to make strong efforts. 

See Sites for Improving Diversity in Recruitment in Appendix 2

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V. Candidate Interviews and Communication with the Dean's Office

If search committees have questions or concerns that are not addressed in the dean’s office guidelines, the Dean or Associate Dean of the Faculty can meet for a few minutes with the full search committee (including outside representatives) sometime between the placement of the job announcement and when the committee begins reading applications.

Before Interviews Begin, the Dean’s Office Should Have:

  • diversity representatives and cognate members of search committee (to Associate Dean of the Faculty before Commencement of preceding year)
  • a copy of the final job announcement (usually early in the summer), and information on where it has been posted or published

The current policy is to provide new tenure track faculty with $6000 in start-up funds. With these funds the new colleague can purchase a computer system. The balance constitutes a discretionary fund to support professional development. In disciplines and fields that are likely to require start-up funds for labs, it would be helpful to provide an estimate of start-up funds for a potential new hire. The estimate could be based on a median and range of funds provided to a sample of recent hires in the department.

Arranging and Conducting Interviews

  • Departments often interview a short list of candidates at professional meetings. We can use our recruiting budget to support expenses for one or two faculty members to interview candidates at professional meetings. Of course we can reduce expenses if faculty who plan to attend meetings for professional development can also participate in recruitment. Departments may choose to move from the short list to on campus interviews through telephone interviews as well.
  • When the department or program has selected the final three candidates to interview, please send the Dean (care of Pam Leutz) copies of the application letters, CVs and recommendation letters of the proposed three candidates as well as the materials for the other two or three candidates on the short list. Indicate the total number of applicants and the numbers and percentages of identifiable women and minority candidates. Once the Dean approves the campus visits the department may arrange the on-campus interviews. 
A department or program may ultimately propose to hire a foreign-born candidate. In some cases, the College needs to support a candidate’s application for a visa or a green card, a process that will require additional information about the search. Please follow the guidelines for international hires attached to this document.
  • For on-campus interviews, we try to maintain a practice of inviting three candidates, usually for two or three nights, and three days. Please consider whether certain dates will result in lower airfares. Only in exceptional circumstances do departments receive authorization to interview a fourth candidate. 

  • Departments and programs arrange agendas for campus visits. Candidates participate in a public presentation and/or discussion open to the College community. Please schedule a 30-minute interview for each candidate with the President and a 45-minute interview with the Dean of the College and Faculty. Provide both offices have a copy of each candidate's CV and application letter. Please include reference letters for the Dean as well. (The Dean’s Office should already have these materials; make sure to provide the President with the application letter and CV). Candidates may find it useful to visit not only classes, but also the library, the Director of Faculty Research and Support, the fitness center and other centers, downtown, and other areas and neighborhoods of Colorado Springs. 


Treat visiting candidates well, but remember that with so many candidates on campus, costly meals can deplete the recruiting budget. In particular, eliminate or limit expenses for alcoholic beverages. Spouses/partners who do not perform a role in the interview process do not attend meals. For expenses, please call Pam Leutz at x6682 to receive budgets, charge codes and spending guidelines.  The search committee chair (or designate) and the candidates must keep all receipts for the charges made to the College for the search. The following guidelines apply:

For Tenure-Track Hires

  • Travel to conferences for recruiting:
    • Up to two faculty supported from Dean’s Office
    • $300/day for up to three days for food, lodging, ground transportation and baggage fees (with receipts), plus lowest-cost airfare, and registration for the conference if this is necessary
    • Please take advantage of free or low-cost spaces provided for interviewing. If it is essential to use a hotel suite, the Dean’s Office will cover the difference in cost between one hotel room and a suite for interviews.
  • Candidate’s on-campus visit:
  • Dean’s Office will pay up to $2200 total for meals/food/entertainment during on-campus interviews for the normal three candidates. For departments with 8 or more tenured/tenure-track faculty Dean’s Office provides up to $2400.
    • For transporting a candidate in Colorado Springs, you may use a CC vehicle, in which case insurance is provided by the College.  If a faculty member uses his or her own vehicle to transport the candidate during the visit, the faculty person’s personal insurance provides coverage.

For Year-Long Visitor Hires

  • The procedures for recruiting a year-long visitor differ from those for a tenure-track search. A department usually brings in only one candidate. A department should be fairly confident that the candidate would be a good fit for the position before inviting him or her for an interview.  The visit is shorter, about one and a half days. Typically the candidate’s itinerary includes a meeting with the Associate Dean of the Faculty, a class visit, a presentation, and a campus tour.

  • Travel to conferences for recruiting does not apply.
  • Candidate’s on-campus visit
    • Use preferred hotels with CC rates found on the CC Finance and Administration Secure Information page. You will need to log in to secure information page that is found on this site.
    • Dean’s Office will pay up to $500 total for meals/food/entertainment during on-campus interviews for the normal one candidate. For departments with 8 or more tenured/tenure-track faculty, Dean’s Office provides up to $600.
    • For transporting a candidate in Colorado Springs, you may use a CC vehicle, in which case insurance is provided by the College. If a faculty member uses his or her own vehicle to transport the candidate during the visit, the faculty person’s personal insurance provides coverage.

All recruitment expenses should be paid by the department’s operating budget, using account 773531 “recruiting/interviews” (instead of using accounts for meals, lodging, airfare, etc.) and recorded on the Recruitment Form available on the Dean’s Office website.  At the conclusion of the search, please submit the Recruitment Form to the Dean’s Office.  The Dean’s Office will transfer funds into the department operating fund (account 773531) to cover the approved expenses.  If departments have concerns about this procedure, please contact the Dean’s Office to discuss alternative options.

See Comments from New Faculty in Appendix 3

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VI. Choosing Final Candidates

After candidates have been interviewed the search committee chair solicits comments from those who met with the candidates, and arranges and facilitates discussions among the search committee. Once the search committee has voted and decided on a candidate to recommend, the committee chair DOES NOT make an offer. Please contact the Dean of the Faculty and College who will discuss the committee’s choice, and likely inquire about the diversity of the applicant pool and interviewees, and the level of support within the department for the recommended candidate. The Dean reports the department’s and his or her own recommendation to the President. Official offers cannot be made without the President’s approval. Once secured, the Dean will notify the search committee chair who may then contact the candidate to inform the candidate that the College is interested in making a job offer. If the candidate is interested in entertaining an offer, the Dean will contact the candidate and offer an appointment on behalf of the College. The Dean will discuss salaries, start-up funds, tenure clocks and moving expenses with candidates. If the terms of the appointment are accepted, the President or Dean sends the candidate a letter of appointment.

Candidates often want to negotiate especially if they have, or anticipate having other offers. Although it is hard to predict what will matter most to candidates, possible spousal employment is increasingly an issue. Of course, it is not permissible to inquire about these and other kinds of personal issues; however, it is permissible to respond if a candidate asks.

Keep all documents pertaining to the recruitment process including records of the candidates’ application materials for three years.

(In the case of a one-year hire, the search chair sends a formal request (using the one-year visitor request form found on the Dean’s Office website) to the Associate Dean of the Faculty who in consultation with the Dean of the College determines a salary offer that is communicated to the chair. The Chair then makes the offer to the candidate.)

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VII. Suggestions Regarding Diversity Representatives and International Hires

The Diversity and Equity Advisory Board and its representatives work within college hiring committees to 1) ensure that qualified faculty of color receive fair consideration and 2) evaluate the candidates as contributors to an inclusive and respectful campus environment for all its members. We believe that the second objective is the one most overlooked by the campus community; therefore we hope to make all CC employees more attentive to this aspect of diversity at Colorado College.

A primary responsibility of our committee is to “encourage the development of a campus climate hospitable to minority and women faculty, administrators, staff, and students.” As a result, we monitor the college’s hiring practices and encourage the practice of the college’s equal opportunity policy. Dedicated representatives for diversity and equity are appointed to all hiring committees for permanent positions at Colorado College.

The Diversity representative should be given the opportunity to question each candidate about their perceptions of the college as a culturally and ethnically diverse community and their role or contribution within that context. The representative will commonly ask each candidate how they would work to develop an atmosphere of mutual respect and fairness for all individuals under their supervision and on the campus as a whole and about any experience they might have regarding potential minority issues. In fairness to the job applicants, we request that search committee chairs inform the candidates about the presence of our representatives on the committees.

Examples of questions to ask in on-campus interviews.

“Colorado College seeks to encourage cultural and ethnic diversity on our campus. What contribution can you make to that overall effort, and what efforts have you made during prior employment? What actions do you take in the classroom/workplace to develop an atmosphere of mutual respect and fairness for minority students/staff?”

For Diversity Representatives.

Contact the department or search committee chair to confirm the scheduling of the search:

  • Job description posting
  • Application deadline
  • Compilation of the “long” list
  • Phone/conference interviews
  • Compilation of the short list
  • Campus interviews
  • Decision meeting
  • Reporting back to the MCC

Points of Consideration.

  • Whenever possible, you want to assure that candidates of color represented at all stages of the decision.
  • The college needs to hire people who will be sensitive to how race issues, culture, gender, sexual identity, inequality, and privilege operate, especially in higher education (of course, some candidates will have higher proficiencies in particular areas).
  • You want to ensure that minority candidates are not being discarded as ideologues or as representing a “special interest.”
  • You need to identify candidates who not only can support and promote the college’s diversity goals, but who can survive and thrive at the college.
  • You should work with the DEAB and cognate representatives (your counterpart on the search) to advance the college’s stated goal to increase the diversity of the college community and curriculum.

In advanced staff position searches, while you may hope that a minority will be hired into a predominantly white department, remember that you may not always be successful. In some fields, not many minorities pursue or complete an advanced degree. Furthermore, only a small fraction of those who do will apply to CC. It is your job to see that they are recruited and welcomed to apply, and to see that they are given a fair shot at the job.

For the Diversity representative a “winning” decision is not one in a person of color is hired. A winning decision is one in which a candidate is chosen based on good criteria. Sometimes, the minority is not the best candidate. If you are convinced the decision was fair, you have served your role.

What can I ask? How do I ask it?




Family Status

Do you have any responsibilities that conflict with the job attendance or travel requirements? Must be asked of all applicants.

Are you married? What is your spouse's name?  What is your maiden name?  Do you have any children?  Are you pregnant?  What are your childcare arrangements?



What is your race?


None (You may inquire about availability for weekend work)

What is your religion?  Which church do you attend?  What are your religious holidays?


What is your address?

Do you own or rent your home?  Who resides with you?



Are you male or female?


If hired, can you offer proof that you are at least 18 years of age?

How old are you?  What is your birth date?

Arrests or Convictions

Have you ever been convicted of a crime? (You must state that a conviction will be considered only as it relates to fitness to perform the job.)

Have you ever been arrested?


Can you show proof of your eligibility to work in the U.S.?  Are you fluent in any languages other than English?  (You may ask the second question only as it relates to the job.)

Are you a U.S. citizen?  Where were you born?


Are you able to perform the essential functions of this job with or without reasonable accomodation?

Are you disabled?  What is the nature or severity of your disability?

Some of our Favorite Questions.

  • In what ways have you mentored, supported, or encouraged minority students on your campus/in your department?
  • In your opinion, what are the three major problems (challenges) for minority students in higher education (or in your field)?
  • Sometimes we find that minority students do not participate in class as often as white students. How have you addressed this issue?
  • Have you ever incorporated discussions of race, class, sexual identity or gender-related issues in your teaching? Can you give some examples?
  • Have any of your students ever written about gender/sexual identity or other diversity issues in their term papers? Can you give some examples?
  • In your current position, have you ever seen a minority student/female student or colleague treated unfairly? How would/did you handle it?
  • How did/would you deal with a colleague (staff/faculty member) who says disparaging things about minorities/women?

Evaluating the Search.

Report back to the Diversity and Equity Advisory Board with a short, written summary of the process/outcome.

If the department hires a woman and/or minority candidate, consider the factors that may have enabled it to do so and keep a record of good practices and successful searches for future reference. What diversity/inclusion related questions were asked during the interview? What responses to questions were noteworthy?

If the applicant pool was not as large, as qualified, or as diverse as was anticipated, consider:

  • Could the job description have been constructed in a way that would have brought in a broader pool of candidates?
  • Could the department have recruited more actively?
  • Were there for criteria for this position that were consistently not met by women or candidates of color?

If women and/or minority candidates were offered positions that they chose not to accept,

  • What reasons did they offer? Consider as many factors as you can identify. Are there things that the department and college could do to make it more attractive to such candidates in the future?

Be sure that any analysis and insight is shared with departmental decision-makers and is part of the process of initiating future searches.

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VIII. Colorado College Guidelines for Employing International Faculty in a Tenure-Track Position

An international faculty member who is not a permanent resident (green card holder) will need a J-1 or H-1B visa to work in the USA.  The J-1 visa is valid for a period of up to five years only, and the faculty member in most cases must then return home for at least two years. The H-1B visa is valid for a maximum six years only, and the visa holder then must leave the USA for at least one full year.

If an international faculty member is employed in a tenure track position, the faculty and The College will need to navigate not only the H-1B visa application (an employment-based visa category) but also the process of becoming a lawful permanent resident or US citizen because of the aforementioned 6 year limit.

The College applies for, sponsors and finances the H-1B visa. This process should begin 5 months before the faculty member is expected to begin work on campus. The College determines which immigration lawyer to use for this purpose. The faculty member agrees to cooperate with the Office of International Programs throughout the application process.  If the faculty member is accompanied by dependents, they are given the H-4B classification. At no point is a spouse eligible to work as an H-4B visa holder.

If the new international faculty has not completed the PhD but is in the very final stage, the OPT (Optional Practical Training) permit will allow the faculty to begin the new position. The OPT is valid for one year only after which time the H1B visa will be required.

The process of obtaining lawful permanent residence (the green card) is long and expensive. It is recommended the international faculty member initiate the process no later than during the fourth year of employment.  If the tenure track hire is evaluated as successful, The Dean of the College and the faculty member will meet to discuss the process and financial implications of obtaining lawful permanent residence (the green card). 

The faculty member must contact the International Programs’ Office to initiate the application process. The College determines which immigration lawyer to use for this purpose. The faculty member agrees to cooperate with the Office of International Programs in the application process. The immigration lawyer estimates the additional costs for the faculty member’s dependents. Should the faculty member decide to apply for lawful permanent residence for any dependents, the faculty member is responsible for any additional expenses incurred.

Becoming a lawful permanent resident is a requirement for applying for US citizenship. But a lawful permanent resident does not need to naturalize to remain in the USA.

The College will not assist the faculty or any dependents with obtaining US citizenship.

The Office of International Programs will, however, assist with advice. 

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IX. Record-Keeping for Tenure-Track Hires

Please share this memo with your staff assistants.  They are likely to provide logistical support throughout the advertising and hiring process of new tenure-track faculty.

When we hire a foreign national without a green card, the College must sponsor first an H1B visa and later a green card.  This is an expensive process in the best of circumstances.  If we do not keep appropriate records, we can be forced to redo the search.  Such a measure greatly increases the time and the expense involved in the hire, not to mention the annoyance.

Since we do not usually know the visa status of our candidates, we need to keep the necessary documentation routinely, just in case.

According to the Colorado College Guidelines for Employing International Faculty in Tenure Track Positions, CC employs an immigration lawyer who assists the Office of International Programs in preparing the various immigration applications.  Based on our experiences with CC green card sponsorships for international tenure track hires in the recent past, the department or program will need to keep the following records:

  • Hard and digital copies of all position advertisements, including dates, year and title of journal or newspaper.
  • A list of first and last names of all applications.
  • A list (date, location, and name) of applicants selected for preliminary interviews and the reasons why they were not chosen for the on-campus interview.
  • A list of the final candidates, including dates of campus visits.
  • A paragraph about the final candidate and reasons why this person was selected over the other finalists.

The following materials will be kept by the dean’s office:

  • The cv of the person we hire.
  • A hard copy of the initial contract letter.

Although it is time-consuming to collect this information, it is still more arduous to reconstruct it after the fact.  Without it, we make it both difficult and more expensive to regularize the status of newly-hired international faculty, and without the H1B visa and the green card, they cannot continue their employment at the college.

The department should keep records of the candidates’ files for three years.

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Appendix 1: Samples of Announcements (mostly fictional but helpful examples – note that the EEO statement is not the updated version)

Tenure-track position. The English Department at Colorado College seeks an Assistant Professor of English in English Renaissance and Shakespeare beginning (STARTING DATE). We are particularly interested in candidates with demonstrable additional interests in Gay and Lesbian Studies/Queer Theory and/or Milton. Opportunity to teach courses in broad undergraduate liberal arts curriculum. PhD required. Commitment to undergraduate teaching and an active program of scholarship essential. Colorado College is a distinguished liberal arts college with a history of innovative and interdisciplinary teaching. Send letter of application, curriculum vitae, statement of teaching experience and philosophy, summary of scholarly goals, copies of college transcripts and four letters of recommendation by (DEADLINE DATE) to Professor xxxxxx, Department of English, Colorado College, 14 E. Cache La Poudre, Colorado Springs, CO 80903. Colorado College is committed to increasing the diversity of the College community and curriculum; candidates who can contribute to that goal are particularly encouraged to apply and to identify themselves and their relevant experience. EQUAL OPPORTUNITY EMPLOYER: The Colorado College welcomes members of all groups and reaffirms its commitment not to discriminate on the basis of race, color, age, religion, sex, sexual orientation, gender, identity, gender expression, national origin, or disability in its educational programs, activities, and employment practices. For more information about Colorado College, see 

The Department of Philosophy at The Colorado College, Colorado Springs, CO has a tenure track position as an Assistant Professor, beginning (STARTING DATE). We are a five-person department in a distinguished liberal arts college, with a thriving undergraduate program in philosophy. An active program of scholarship is expected. (For more information about Colorado College, see AOS: Social and Political Philosophy, Ethics. AOC: History of Philosophy, with a strong interest in feminist, comparative, or cross-cultural traditions and methods. Ph.D. required and teaching experience preferred. The Department of Philosophy is committed to increasing the diversity of the College community and curriculum; candidates who can contribute to that goal are particularly encouraged to apply and to identify themselves and their relevant experience. Send complete dossier (including CV, copies of transcripts, at least three letters of recommendation, relevant syllabi of courses taught, and a writing sample) to Professor xxxx, Chair, Department of Philosophy, The Colorado College, 14 East Cache La Poudre, Colorado Springs, CO 80903. (For more information, contact Deadline for applications is (DEADLINE DATE).  EQUAL OPPORTUNITY EMPLOYER: The Colorado College welcomes members of all groups and reaffirms its commitment not to discriminate on the basis of race, color, age, religion, sex, sexual orientation, gender, identity, gender expression, national origin, or disability in its educational programs, activities, and employment practices

The Department of Political Science at Colorado College invites applications for a tenure-track appointment at the assistant professor level beginning (STARTING DATE). The successful candidate will teach departmental offerings in International Relations, American Foreign Policy, and International Political Economy. The occupant will be expected to teach the introductory course to the Political Science major and to teach in, and contribute to, one or more of the following interdisciplinary programs: International Political Economy, Environmental Sciences, History/Political Science, and Women’s Studies. Expertise in International Political Economy is particularly desirable, but we are seeking the best candidate and can accommodate a variety of specializations and perspectives. The crucial factors are the candidate's commitment to and potential for excellence in teaching and scholarly research. All requirements for the Ph.D. should be completed by the starting date. The Department is committed to increasing the diversity of the College community and curriculum; candidates who can contribute to that goal are particularly encouraged to apply and to identify themselves and their relevant experience. Along with an introductory letter of application, candidates should submit a curriculum vitae, a statement of research and teaching interests, transcripts from college and graduate school, and three letters of recommendation to International Relations Search Committee, Department of Political Science, 14 E. Cache la Poudre Avenue, Colorado College, Colorado Springs, CO 80903. The application deadline is (DEADLINE DATE). EQUAL OPPORTUNITY EMPLOYER: The Colorado College welcomes members of all groups and reaffirms its commitment not to discriminate on the basis of race, color, age, religion, sex, sexual orientation, gender, identity, gender expression, national origin, or disability in its educational programs, activities, and employment practices. Additional information about the college is available at

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Appendix 2: Sites for Improving Diversity in Recruitment




Journal of Blacks in Higher Education

National Society of Black Physicists

The Black Leadership Forum

Black Chamber of Commerce

The Black Employment and Entrepreneur Journal

The Hispanic Outlook in Higher Education

Hispanic Chamber of Commerce

Black Coaches and Administrators

World Dance Alliance - Asian Pacific, primary voice and support group for dance in the Asia-Pacific region

World Dance Alliance-USA, including, but not limited to domestic minorities in dance

World Dance Alliance-Europe

links to various diverse sites such as the African American Leadership Institute, Denver Hispanic Chamber of Commerce, Mi Casa Resource for Women, Urban League of the Pikes Peak Region, Latina Chamber, etc.

The Multicultural Advantage

Insight Into Diversity is dedicated to providing career and self-development information to all minorities, specifically African Americans, Asian Americans, Hispanic Americans, Native Americans and women.

National Society of Hispanic Physicists

Colorado Springs Hispania News

The National Association for Chicana and Chicano Studies

Society for Advancement of Chicanos and Native Americans in Science

Native American Sports Council

Women in Higher Education

Women Sports Jobs

Academic 360

Additional Websites for Improving Diversity (These are sites that have been useful to some departments in the past.  You may or may not find them relevant to your search) –

American Association of University Women –

American College Personnel Association

Association of Higher Education Facilities Officers –

Association of College Administration Professionals -

Diverse Issues in Higher Education - –

Colorado Springs Chamber of Commerce Nonprofit Partnership –

Denver Weekly News – –

El Hispano –

Experience National Job Network –

HACU (Hispanic Association of Colleges and Universities) –

Hire Diversity –

Hire Potential – 

Higher Ed Jobs –

Hispania News (local) -

Inside Higher Ed – –

Latino Perspectives in Higher Education –

Latinos in Higher Ed -

La Voz –

NACUBO (National Association of College and University Business Officers) –

NASPA (Student Affairs Administrators in Higher Education) –

National Association for Female Executives – 

National Society of Hispanic Professionals –

Pueblo Chieftain –

University Faculty Voice –

Wall Street Journal –

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Appendix 3: Comments from New Faculty

Recently hired tenure-track faculty members have provided the following suggestions about the on-campus interview process. Candidates may welcome:

  • More information about travel opportunities, funding within the department and division, summer awards for research and student-faculty collaboration, sabbatical and leave policies;
  • More information about teaching and what is expected within the department or program, how course schedules are arranged each year, how faculty members within the department manage their time, how faculty organize courses and design assignments, whether or not teaching every day of the week is expected;
  • More information about class size: be open about 'average' class size and range of class sizes;
  • A tour of the TLC and the Library (and other relevant facilities on campus);
  • Good (non-breakfast) contact with students; lunch is best; open-ended is helpful;
  • Mention of the high number of tenure-track faculty joining the college; a large cohort of fellow rookies sounds welcoming;
  • Mention of the importance of student majors to the search process; be clear about the importance of student perspectives upon the candidates;
  • Opportunities to interact with faculty outside the discipline and to make non-discipline-specific connections.

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