Search Authorization & Planning
The search process begins with leadership approval to explore a future faculty hire.
Communication strategies may vary by Schools/Arts & Sciences and may include a Search Authorization Memo.
Every faculty search warrants a thoughtful recruitment plan. It is strongly recommended that Deans and their leadership teams establish search timeline expectations and recruiting budgets well in advance of the search. These steps can avoid search-related delays, which can impede hiring.
Please review the Sample Search Timeline [Insert 2A Sample Search Timeline]
Recruitment Plan
Early in the process and before posting a position, the Deans and search committee should consider a recruitment strategy that is designed to produce a diverse and inclusive applicant pool. Decisionmakers should explore potential advertising avenues and costs and networking plans and coordinate details with the Search Liaison.
Recruiting plan options include, but are not limited to:
- General advertising, such as the Chronicle job board
- Discipline-appropriate networking and advertising
- Free or paid listserv announcements
- Proactive recruiting
- Brief email announcements with application links, sent to specific program leaders at other institutions
- Outreach targeting historically underrepresented groups, as defined by the affirmative action plan; groups may include veterans, racial or ethnic minorities, and persons with disabilities.
- Conference recruiting
Advertising
Advertising and recruiting plans optimally launch on the posting date. Advertising proofs must be retained and ultimately submitted alongside other search documents (See Recruitment Documents section).
Paid advertising may be purchased through the university-approved ad agency, Graystone. Click here for the Graystone advertising request form. For FY24-25, the university will purchase and automatically place ads in HigherEdJobs.
All external advertisements should include the university EEO statement: “William & Mary values diversity and invites applications from underrepresented groups who will enrich the research, teaching and service missions of the university. The university is an Equal Opportunity/Affirmative Action employer. All qualified applicants for employment will be considered without regard to an individual’s race, color, sex, gender identity, gender expression, religion, age, national origin or ancestry, citizenship, physical or mental disability, medical condition, family care status, marital status, domestic partner status, sexual orientation, genetic information, military or veteran status, or any other basis protected by federal or state law. For abbreviated communications, such a character-limited social media posts of emails to list serves, it is acceptable to include the text: “EEO/ AA employer”
If the department wishes to potentially hire individuals who may need visa sponsorship, please review Reves Center guidelines for advertising.
