Generating a diverse and qualified pool of applicants requires significant energy because we want to reach those looking for new opportunities in addition to capturing the attention of outstanding individuals who are not "on the market." The following matrix can serve as a foundation for a recruitment plan design and should be completed during the initial search committee meetings.
| Potential applicants suggested by current department members | |
| Names of people who "know people" in the field (who may be called upon to nominate individuals) | |
| Journals read by people in the discipline/profession | |
| Professional associations for people in the discipline/profession | |
| Which websites are visited by people in the discipline/profession? | |
| What are the relevant professional or community organizations, caucuses, etc. that respond to the needs of women, people of color, people with disabilities, etc.? | |
| Where do people in this discipline/profession congregate (professional meetings, concerts, lecture series, etc.)? Who is available to recruit at these venues? | |
| Where do the best people in this discipline/profession work? (strong departments at other universities, etc.)? | |
| What are the names of people who are publishing interesting research, giving strong talks nationally, etc.? | |
| Does the department have a website on which the announcement may be placed? Is it accessible to all who may try to access it? If so, what is the URL? | |
| How might we contact affinity groups and placement offices at other Universities and institutions? | |
| How can we obtain nominations from alumni, members of the University and Tucson community? | |
