UNIVERSITY OF CINCINNATI

RECRUITMENT AND

SEARCH GUIDE Accelerating Transformation Through Recruitment

The Office of Equal Opportunity and Access Suite 340 University Hall

51 Goodman Drive Cincinnati, Ohio 45221-0039

Phone: (513) 556-5503 http://www.uc.edu/hr/equal_opportunity

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Revised 9/2014 INTRODUCTION 3 UNIVERSITY POLICY ON NON-DISCRIMINATION 3 I. STARTING THE SEARCH 4

Authorization to Hire 4 Roles and Responsibilities 4 Dean/Department Head/Vice President 4

The Equal Opportunity Coordinator 4 Office of Equal Opportunity and Access 5 Recruitments Conducted by a Search Committee 5 Search Committee Chair Responsibilities 6 Search Committee Members Responsibilities 6

Searches Conducted by a Department Chair or Search Firm 6 Establishing a Time Line 6

Confidentiality 7 II. CANDIDATE SOURCING 7 Recruitment Plan 7 Good Faith Efforts 8 The Position Description 9 Position Announcement 10

Advertisement 11 Employment Eligibility/Permanent Resident Petitions 12

Preparing the Online Requisition Form 13 III. SCREENING PROCESS 14 Unconscious Bias 14 Reviewing Applications 14 Reasonable Accommodations 15 IV. INTERVIEWING CANDIDATES 15-20 Interviewing Guidelines 17-18 Telephone Interviews, On-Campus Interviews 19-20 Reference Checks 21 Background Checks 21 V. MAKING THE OFFER 22 VI. DOCUMENT THE SEARCH 22 The Applicant List Sent to Hiring Manager 22 APPENDIX I – EXECUTIVE, ADMINISTRIVE AND FACULTY TITLES 23

II – RECRUITMENT PLAN APPROVAL FORM 24-25 III – GOOD RECRUITMENT, INTERVIEWING/HIRING PRACTICES 26-29 IV – GOOD INTERVIEW QUESTIONS 30-32

– GOOD INTERVIEW QUESTIONS FOR FACULTY 33 – GOOD INTERVIEW QUESTIONS FOR MANAGERS/LEADERS 34-37 – INTERVIEW QUESTIONS TO AVOID 38

V – WEB BASED RECRUITMENT RESOURCES 39-68 VI – INFORMATION ON THE CITY OF CINCINNATI, 69 NEIGHBORHOODS AND SCHOOLS

TABLE OF CONTENTS

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VII – DEFINITION OF ETHNICITY AND RACE 70

The University of Cincinnati is an Affirmative Action/Equal Opportunity Employer. There are laws that ban discrimination and require federal contractors and subcontractors to take affirmative action (positive action or behavior) to ensure that all individuals have an equal opportunity for employment, without regard to race, color, religion, sex, national origin, disability or status as a Vietnam era or special disabled veteran. The President has charged the Office of Equal Opportunity and Access (OEOA) to strengthen its role in the recruitment of academic, administrative and executive positions and to make greater progress on goals established in the UC Affirmative Action Plan for Women, African Americans and People of Color and to ensure that the University is practicing equal opportunity. The Office of Equal Opportunity and Access (OEOA) has developed this guide to assist departments and faculty and staff search committees with the search process. The OEOA has oversight of the recruitment and selection process at the University. The goal of the OEOA is to assist management to ensure that recruitments and appointments are filled based on merit and qualifications in compliance with the following UC policy on nondiscrimination and affirmative action.

The University of Cincinnati is committed to excellence and diversity in our students, faculty, staff, and all of our activities. A fundamental component to achieving diversity is ensuring equal opportunity for all through affirmative action and by providing an inclusive environment free from invidious discrimination in all of its forms. Invidious is discrimination on the basis of race, color, religion, national origin, ancestry, disability, medical condition, marital status, sex, age, sexual orientation, veteran status, or gender identity and expression. Affirmative Action is the good faith effort to achieve full utilization of women and minority groups at all levels in all areas of the university. Invidious discrimination shall not be tolerated. Where past or present discrimination continues to have an adverse impact upon protected class members such as minority groups, women, disabled, covered veterans, or disabled veterans, the university will take affirmative action in carrying out its policy of non-discrimination and equal opportunity for all. Allegations of invidious discrimination should be made to the Office of Equal Opportunity and Access (OEOA). The OEOA shall investigate and resolve complaints.

INTRODUCTION

UNIVERSITY POLICY ON NON-DISCRIMINATION & AFFIRMATIVE ACTION

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AUTHORIZATION TO HIRE

• Searches for faculty positions are initiated by the department chair or dean and are

approved by the Provost/Senior Vice President for Academic Affairs (the Provost).

• The department requisition is then reviewed and approved by the Budget Office for funding.

• Non-teaching staff searches are initiated by the vice president/department director to whom the position will report.

• A requisition is completed by the department head and forwarded to the vice president and then to the Budget Office for approval.

After the position requisition has been approved and a recruitment number assigned in People Admin a search may begin.

ROLES AND RESPONSIBILITIES

Dean/Department Head/Vice President are responsible for achieving the goals established as part of the University’s Affirmative Action Plan.

• Appoints an Equal Opportunity Coordinator (EOC) for the unit who has the authority to

act on behalf of the Dean/VP • Charges the search committee on the recruitment process • Reviews the search process to ensure conformity with university policies and practices

The Equal Opportunity Coordinator (EOC) works with the Office of Equal Opportunity and Access (OEOA) to achieve the unit’s affirmative action goals.

• Notifies the OEOA of open positions in the unit • Attends first meeting of the search committee and subsequent meetings as necessary • Assists the search committee in developing the recruitment plan for the position:

-Position description -Advertisements and outreach efforts -Selection criteria used to evaluate candidates

• Ensures that the recruitment process attracts a diverse qualified pool of applicants and that candidates are selected based on the UC Non-Discrimination and Affirmative Action Plan policy.

• Continuously monitors the search process and the composition of the applicant/candidate pools

I. STARTING THE SEARCH

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Office of Equal Opportunity and Access assists units to achieve affirmative action goals. Assists search committees with the search process and assures compliance with federal requirements and University policies.

• Provides guidance at the first meeting and subsequent meetings as necessary • Assists the committee with referrals, contacts, ad postings, solicitations as needed • Monitors and assists with:

-The composition of applicant and candidate pools -Position descriptions, advertisements and outreach efforts -Implementation of recruitment plans -Selection criteria used to evaluate applicants and candidates

• With the Dean or Vice President:

-Reviews and confirms the composition of the applicant pool -Reviews and confirms the short list of candidates screened for campus interviews

• -Reviews the final recommendation and selection before the offer is made

RECRUITMENTS CONDUCTED BY A SEARCH COMMITTEE The role of a search committee is to oversee the recruitment and hiring process to ensure that a complete and fair search is conducted, and that the most qualified candidate is chosen. No search should be initiated prior to a meeting with the OEOA and the academic or administrative EOC. The size of the committee may vary and often depends on the position scope, departmental procedures, and the nature of the search itself. Generally, a good size for a search committee is five or more members.

Committee members should be individuals who understand the requirements of the position and who are committed to the mission and goals of the department and the university.

Every reasonable effort should be made to form a committee that represents the diversity of the university community by including members who are People of Color, Women, covered veterans, and the disabled in order to provide a variety of perspectives as well as to ensure awareness of affirmative action issues.

When appropriate, representatives from related units, departments or academic disciplines, or from administrative, human resources, or other relevant offices may be invited to participate on the committee. The Office of Equal Opportunity and Access shall review the composition of the search committee.

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Search Committee Chair Responsibilities

• Ensures that the search process is followed • Ensures that the position announcement is developed • Plans/conducts committee meetings • Ensures that committee members evaluate candidates (in writing) against agreed-

upon criteria • Serves as the search committee’s liaison to the department head • Presents committee recommendation to department head • Ensures that accurate documentation of the search process is kept • Communicates with candidates and finalists on behalf of the university • Ensures/documents that good faith efforts have been made to develop a diverse pool of candidates

Search Committee Members Responsibilities

• Identify recruitment sources to ensure diversity in the applicant pool • Become familiar with the job qualifications • Devise evaluation criteria and formulate those criteria in writing • Devise operating procedures such as voting • Review resumes of applicants for minimum qualifications • Identify and screen candidates • Coordinate and arrange interviews • Interview candidates • Make hiring recommendations

SEARCHES CONDUCTED BY A DEPARTMENT CHAIR OR SEARCH FIRM Searches conducted by a department chair will be coordinated with the OEOA prior to the recruitment to fill the position.

Searches conducted by a Search Firm will be coordinated with the administrative unit or Provost Office and the OEOA

ESTABLISHING A TIME LINE In order for the activities of the search committee to take place in a timely fashion, it is important for the committee to establish timelines and deadlines, especially for the following activities:

• Publication of the advertisement, including the deadline for receiving applications

(recommended) • Include date in which search committee will begin reviewing applications (recommended) • When the first screening of applicants will be made • When interviews of finalist or candidates will take place • When the final recommendation(s) will be made

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CONFIDENTIALITY Search committee members should consider and discuss the issue of confidentiality, including the need to protect the integrity and candor of member-to-member discussions as well as the identity of candidates.

Each member of the search committee assumes the responsibility to limit discussion of candidates to those persons within the institution from whom it is appropriate to seek input or who otherwise have a need to know, and to those persons outside of the institution who serve formally or informally as references or recruiting sources. No search committee member may contact an applicant individually without approval of the search committee chairperson. Search Committee members should keep all information received in connection with any candidate’s background check confidential. The candidate sourcing process (soliciting applicants) is key to attracting qualified candidates, improving diversity in the applicant pool and hiring the best candidate. Advertising the position in a print and on-line is one aspect of soliciting applicants; however, recruitment is beyond ads. The search committee has to consciously strive to build a diverse pool of candidates. The search committee must know the workforce demographic which will help with determining appropriate strategies to ensure a diverse and qualified applicant pool. The search committee must go beyond where to find “the best mathematician or chemist or engineer” to looking for “the best female mathematician” or “the best African American chemist” or “the best engineer who is a person of color”. RECRUITMENT PLAN The search committee should invest time and thought in developing an effective Recruitment Plan in order to maximize the candidate sourcing process. A Recruitment Plan must be prepared in consultation with EOC and OEOA. The OEOA will examine the recruitment plan to confirm that extensive and appropriate outreach efforts will be made to generate a diverse pool of candidates.

The OEOA must approve the Plan before the search begins (See Appendix II for a sample Recruitment Plan Approval Form). A copy of the approved Recruitment Plan and a draft of the position announcement will be a part of

II. CANDIDATE SOURCING

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the file in People Admin. Following the recruitment, the Good Faith Efforts should be included and documented on People Admin. GOOD FAITH EFFORTS Advertising in diverse publications, contacting a variety of diverse professional organizations, and direct contact with individuals in the discipline, field or industry of interest may enlarge the pool of diverse candidates.

For a list of women and people of color publications and recruitment sources see Appendix V and VI. Building a relationship with these contacts will demonstrate the department’s commitment to equal employment opportunity.

Some suggestions for casting the net broadly include:

1. Be aware of and avoid the pervasive myths about recruitment of diverse candidates:

a. We can’t compete because we can’t pay enough b. There are no women and people of color in the pipeline in my field

2. Lay the groundwork for recruiting, not just during the time a search is underway a. Search for prospective candidates at conferences b. Build linkages with diverse local and national organizations

3. Coach/mentor search committee members on making contact with diverse personnel

a. Attend Provost/Dean sponsored workshops on myths, on short-and-long-term needs in the departments/colleges/university, and on the value of a diverse faculty

b. Monitor the progress of each search and build a list of diverse contact information

4. Construct departmental retention plans before recruitment begins.

a. Assign mentors, professional development workshops, community-building events

b. Review these retention plans with job candidates

5. Diversify each search committee a. If no departmental diversity exists invite faculty from a related field b. Use the appointed Equal Opportunity Coordinator in the unit as a resource and

monitor

6. Underscore desire for diversity in job ads a. Instead of the boilerplate assertion that we are an equal opportunity employer,

use language such as, “We are committed to increasing the diversity of the University community. Candidates who can contribute to that goal are encouraged to apply and to identify their strengths or experiences in this area.”

7. Monitor the salary and start-up packages offered to new hires to assure that they are

equitable a. Most women and minorities will not negotiate as aggressively as men

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b. People with better packages advance faster

8. Hold deans and chairs accountable for faculty diversity a. Annual goals should be set by mutual agreement with deans and the provost b. Annual performance reviews should measure outcomes against goals

9. Provide sufficient resources for departments committed to this goal such as:

a. Extra staff support for search committees b. Incentives and bridge grants to help departments c. Release time for one faculty member to be the year-round recruiter d. Incentives to do cluster hiring across or within departments e. Support of minority speakers and visiting scholars

10. Pay attention to the life-style concerns of top candidates and prepare to address them

during the visit. Discover in advance what their concerns are about: a. Housing and schools b. The composition of the community c. Cultural offerings and social life opportunities

THE POSITION DESCRIPTION

• The position description should be reviewed by the Dean/VP, EOC and the OEOA to ensure that it contains all the specific information related to the actual needs of the position.

• A well-conceived and well-written position announcement will assist the search committee at all stages of the recruitment and provide job relevant evaluation criteria upon which interview questions can be based.

• Completion of the position description is necessary to initiate the recruitment process. • A position description must be sufficiently descriptive that prospective applicants will

understand the purpose and function of the position that they are considering. • It should outline the position to be filled, including primary (essential functions) and

secondary duties, and should list the qualifications that candidates must possess.

• Position descriptions may vary, but those for faculty positions should include the following: 1. Title of the position 2. Application deadline date or date review of applications begins; 3. Date of appointment; 4. Rank (if applicable); 5. Salary range or statement “salary commensurate with qualifications and

experience”; 6. Statement describing the position including the specific functions of the position,

responsibilities and position relationships (to whom does the position report); 7. Minimum and ideal qualifications; 8. Credentials the applicant must submit [e.g., curriculum vitae, 3 letters of reference, a

statement of teaching philosophy, etc.]

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POSITION ANNOUNCEMENT The position announcement should describe the education, experience, knowledge, skills and competencies that are required of potential applicants. For faculty positions, the minimum required qualifications are specified clearly in the University Bylaws. Other qualifications may be added as ideal qualifications provided, they are consistent with the duties of the position.

Only list the minimum requirements for the position. (i.e., degree level and field of study) Specify the timeframe with regard to attainment of required degree or license.

Example: Must have obtained PH.D. in English Literature by time of appointment.

. If experience is required, state exact amount (in terms of months and/or years) and type of any required experience

Example: a PH.D. in Physics and two years of university level teaching (specify general nature of courses).

Do not advertise “ideal” qualifications or make vague references to qualifications which are neither quantified (measurable) or qualified.

Examples to avoid include:

a) “Diverse teaching experience and publications are highly desirable.”

b) “Prefer applicant to have experience serving a diverse population of open

admissions undergraduates.”

c) “A Master’s degree is required; a doctoral degree is preferred.”

d) “Candidates must show evidence of commitment to research and excellence in teaching.”

e) “Demonstrate strong communication skills, and be able to work collaboratively

with other professionals and students.”

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ADVERTISEMENT Advertising shall be organized by the search committee and coordinated with the college office. It is expected that all searches for tenure-track, executive and administrative positions will be conducted on a national level. Federal requirements for affirmative action obligate a search committee to make a “good faith effort” to develop a talent pool reflecting the availability of people of color and women in the labor force. The search committee must advertise the position in a manner that will bring it to the attention of underrepresented groups. The following statement should be included on all advertisements: “The University of Cincinnati is an affirmative action/equal opportunity employer M/F/Vets/Disabled.” An additional statement may also be included in the advertisement: “Women, People of Color, persons with a disability, and covered veterans and disabled veterans are encouraged to apply. We are committed to increasing the diversity of the University community. Candidates who can contribute to that goal are encouraged to apply and to identify their strengths or experiences in this area.”

Keep in mind, the sponsoring employer is not permitted to tailor the requirements to the foreign national’s credentials. The Department of Labor (DOL) is adamant that only actual minimum requirements be reported in a labor certification application. The regulations specifically state that the employer must not have hired workers with less training or experience for jobs substantially comparable to that involved in the job opportunity.” Thus, departments must be consistent with prior hiring practices when setting minimum requirements.

The DOL assigns job codes to positions which reflect the level of requirements considered “normal” for the occupation. If the employer exceeds the designed DOL norm, the employer must be able to support the business necessity for such requirements.

1. For example, if the department advertised that five years of experience is required and DOL considers three years of experience as “normal”, we would need a statement as to business necessity in order to proceed with the labor certification application.

2. Before advertising an actual amount of experience, the department should check with the Office of International Services as to the DOL minimums.

3. There are restrictions as to experience acquired with the sponsoring employer.

For these reasons, the department should consult International Services before the ad is placed.

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EMPLOYMENT ELIGIBILITY/PERMANENT RESIDENT PETITIONS Because it is difficult to predetermine when a temporary work visa or a permanent resident petition will be needed, all searches should follow these guidelines. These guidelines were established for those individuals who need a work visa or for whom you wish to sponsor for a resident alien card (green card). A permanent resident is someone who is granted permission to live and work in the United States indefinitely. UC International Services is responsible for processing work visas and for managing the University of Cincinnati’s compliance with the Department of Labor’s Program Electronic Review Management System (PERM) for international employees filing labor certifications needed for permanent resident petitions.

UC International Services will file labor certifications for faculty and international workers the hiring departments choose to sponsor for permanent residency.

Upon approval of the LCA’s, UC International Services will also prepare the immigrant petition and assist the employees with their adjustment of status applications with US Citizenship and Immigration Services. The following highlights some of the key advertising requirements that are now in effect:

Department of Labor requirements for ad content specify that the following be included in each ad:

• Name of employer (University of Cincinnati) • Geographic area of employment (Cincinnati, Ohio) • A full description of the job duties

In order to file a labor certification for a faculty member the position must have been advertised in print or electronic format in a national professional journal or publication

• Electronic advertisements must be posed for a minimum of 30 days.

(departments must be able to demonstrate this) • Electronic advertisement must be viewable without having to pay

membership or subscription fees. • When advertising for vacant faculty positions, the labor must be filed

within 18 months of the date of the original offer to the candidate.

International faculty and a representative of the hiring department should be instructed to consult with UC International Services about the Labor Certification process immediately after the hiring. Salary indication is optional and is not advised, given that it may not meet the Department of Labor’s Prevailing Wage Determination. There is no need to advertise the minimum requirements such as experience and training, but if they are stated in the ad, they must be included in the labor certification application.

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• Fulfillment of the prior experience requirements must be documented by employment verification letters.

For further information about the work visas and the permanent resident process please refer to the UC International Services web site at www.uc.edu/international/services.

• Because it is difficult to predetermine when a temporary work visa or a permanent resident petition will be needed, all search should follow these guidelines. These guidelines were established for those individuals who need a work visa or for whom you wish to sponsor a resident alien card (green card).

• A permanent resident is someone who is granted permission to live and work in the United

States indefinitely

• UC International Services is responsible for processing work visas and for managing the University of Cincinnati’s compliance with the Department of Labor’s Program Electronic Review Management System (PERM), through which labor certification applications are filed for international employees.

• UC International Services will file labor certifications for faculty and international works when the hiring departments choose to sponsor them for permanent residency.

• Upon approval of the labor certification application, UC International Services will also prepare immigrant petitions and assist employees with their adjustment of status applications with US Citizenship and Immigration Services.

PREPARING THE ONLINE REQUISITION FORM The People Admin applicant tracking system is introduced into the hiring process. The online requisition form should be completed by the hiring manager and forwarded for appropriate review and approvals. Individuals who are hired by the University must apply through the on-line applicant system at www.jobsatuc.com. Search committee members can develop specific questions (posting specific questions) and assign point values to answers in order to identify qualified applicants. The search committee would provide the hiring manager or EOC with the list questions to include on the online requisition. For assistance in developing Posting Specific Questions in People Admin system, please contact the Human Resources Service Center (556-6381).

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UNCONSCIOUS BIAS Each search committee member brings a lifetime of experience and cultural history that shapes the evaluation process and creates non-conscious hypotheses (expectations or stereotypes). They are unintentional and outside of our awareness and can influence our judgment of others. It can impact how we perceive or treat people based on physical or social categories.

Unconscious bias is an impediment to achieving broader participation of individuals from all backgrounds in the workplace.

It affects the evaluation of CVs and resumes, job credentials, applications, and letters of recommendations.

If the use of and impact of bias is not acknowledged and addressed, the processes for recruitment, selection and advancement can be flawed, resulting in some candidates being underestimated and/or disadvantaged unfairly, while others are inadvertently advantage. REVIEWING APPLICATIONS The search committee is responsible for screening applications based on the advertised qualifications.

All applicants should be notified of the status of their application. This notification may be sent by utilizing the e-mail communication process in People Admin.

The search committee should evaluate the applications utilizing the previously agreed-upon criteria and screening procedures.

Each search committee member may make written comments on the qualifications for every applicant. This will allow the committee to determine which candidates are to be interviewed and will also save time if it becomes necessary to return to the applicant pool at a later date.

Search committee members are to be advised that all written comments might become part of the recruitment file that may later become public.

III. SCREENING PROCESS

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REASONABLE ACCOMMODATIONS The University has a legal responsibility to provide accommodations on grounds covered by the Americans with Disabilities Act (ADA). The law requires an employer to provide reasonable accommodation to a job applicant or employee with a disability, unless doing so would cause significant difficulty or expense for the employer. Applicants with a disability must be assessed solely in terms of the qualifications required for the position and their ability to perform the essential functions of the position (with or without reasonable accommodations). The fact that a qualified person requires some form of accommodation to perform the job cannot be used in the assessment.

.

From the list of candidates who meet the minimum qualifications, the search committee should identify a short list of candidates selected to be interviewed and invited for on-campus visits. Short lists of candidates identified to proceed in the selection process should reflect a similar demographic composition of the applicant pool and/or available workforce. The EOC and OEOA have access to the demographics of the applicant pool and will determine if any adjustments in recruitment, candidate sourcing, selection criteria, evaluation, etc. need to be made. (Screening interviews off campus, at meetings or conferences are permissible at the committee’s discretion.) Visits should be scheduled at the earliest possible time after the application deadline date and should not be limited to only one candidate. The search committee should develop a list of core interview questions based only on position-related criteria. The same questions should be asked of all candidates, which will allow comparative judgments while ensuring that crucial position-related information is obtained. The committee may find it helpful to print the questions on a form with space below to record the candidate’s responses and the interviewer’s reactions.

IV. INTERVIEWING CANDIDATES

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Search committee members and other individuals involved in interviewing candidates need to concentrate on position-related questions and must avoid inquiries with a discriminatory implication (See Appendix III and IV for examples). Occasionally during an interview applicants may volunteer non-job-related information with regard to religion, sex, marital status, national origin, age, etc., that could potentially be used to discriminate against the candidate (for example, the applicant who talks about children or child care). Even though you did not ask for the information, you may still be charged with discrimination if a question arises subsequently about how this information was used. Should an applicant volunteer information that does not relate to the position, you should handle the situation in the following manner:

• Do not under any circumstances write down the information.

• Do not ask follow-up questions or make statements to continue in the area of discussion.

• Refer the applicant to sources that may answer his or her questions about non-

job-related information

• Return the discussion to position issues

• Do not consider the revealed information in evaluating the applicant’s candidacy

For most faculty searches, the interview is one aspect of the recruitment process. Equally important is the on-campus visit. Departments might want to consider having candidates teach a class, present a seminar, deliver a lecture, meet with students, etc. It is important that the same itinerary be followed for all candidates brought to campus for interviews. Upon completion of the interviews and campus visits, the search committee should meet to review the merits of each individual, prepare summations, and make the recommendation(s) to the department head, dean, and provost.

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Source: Ohio Civil Rights Commission

INQUIRIES BEFORE HIRING LAWFUL

**UNLAWFUL

1. NAME

Name

Inquiry into any title indicating race, color, religion, national origin, disability, age or ancestry.

2. ADDRESS

Inquiry into place and length of time at current address.

Inquiry into foreign addresses indicating national origin.

3. AGE

Any inquiry limited to establishing that applicant meets any minimum age requirement that may be established by law.

Requiring birth certificate or baptismal record. Any inquiry that reveals whether applicant is at least 40 years of age.

4. BIRTHPLACE,

NATIONAL ORIGIN OR ANCESTRY

Any inquiry into place of birth; place of birth of parents, grandparents or spouse; or any other inquiry into national origin or ancestry.

5. RACE, COLOR OR

RELIGION

Any inquiry that would indicate race, color or religion.

6. SEX

Any inquiry which would indicate the applicant’s sex.

7. HEIGHT & WEIGHT

Inquiries as to a person’s ability to perform actual job duties and responsibilities.

A requirement that a certain height or weight will not be considered to be a job requirement unless it can be shown that no employee with the ineligible height or weight could do the work.

8. DISABILITY

Inquiries needed to determine if applicant can substantially perform essential functions.

If native-born or naturalized. Proof of citizenship before hiring. Whether parents or spouse are native-born or naturalized.

9. EMPLOYMENT

ELIGIBILITY

Whether a person is eligible to work in the United States.

Require before hiring.

10. PHOTOGRAPHS

May require after hiring for I.D.

Any inquiry that would reveal arrests w/out convictions.

11. ARRESTS/

CONVICTIONS

Inquiries into conviction for specific crimes related to qualifications of job.

Any inquiry which would reveal the nationality or religious affiliation of a school. Inquiry

INTERVIEW GUIDELINES

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INQUIRIES BEFORE HIRING

LAWFUL

**UNLAWFUL into what mother tongue is or how foreign language ability was acquired.

12. EDUCATION

Inquiry into nature & extent of academic, professional or vocational training. Inquiry into foreign language skills, if job related.

Any inquiry about a relative which would be unlawful if made about the applicant.

13. RELATIVES

Inquiry into name, relationship & address of person to be notified in an emergency.

Inquiry into all clubs and organizations where membership is held.

14. ORGANIZATIONS

Inquiry into memberships & offices held, excluding any organization, the name or character of which indicates the race, color, religion, sex, national origin, disabled, age or ancestry of its members.

Inquiry into military service outside the U.S. Request military service records. Inquiry into any type of discharge.

15. MILITARY SERVICE

Inquiry into service in U.S. Armed Forces when such service is a qualification. Require military discharge certificate after hiring.

Any inquiry into willingness to work any religious holiday.

16. WORK SCHEDULE

Inquiry into willingness to work required work schedule.

Any non-job related inquiry that may reveal information permitting unlawful discrimination.

17. OTHER

Any question required to reveal qualifications for the job.

Requests specifically from clergymen or any other persons who might indicate race, color, religion, sex, national origin, disability, age or ancestry.

18. REFERENCES

Work/job related references not relating to race, color, religion, sex, national origin, disability, age or ancestry.

**Unless bona fide occupational qualification is certified in advance by the Ohio Civil Rights Commission. Any inquiry is prohibited which, although not listed above, elicits information as to, or which is not job related and may be used to discriminate on the basis of, race, color, religion, sex, national origin, disability, age or ancestry in violation of law.

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TELEPHONE INTERVIEWS The following guidelines can be used when conducting a telephone interviews. Ideally phone interviews should be conducted with all search committee members present. The search committee should take into account that phone screening may or may not be the best technique for all candidates. Some candidates can be more nervous or appear very flat during this process because the interview lacks many of the non-verbal cues of an in- person interview. PHONE INTERVIEW PROCEDURES

1. Call the candidate, introduce yourself and outline the framework for the interview.

2. The lead interviewer should introduce the other interviewers. 3. The lead interviewer should explain the interview procedures:

• We have a set number of standard questions we will ask you; various interviewers may also have follow up questions in response to your answers.

• After we have asked you the questions, we will give you a chance to ask us any questions you may have. If questions come up during the interview, we ask that you make a note of them and save them until the end of the interview.

• We expect the whole process to last about (fill in the time) so please keep this in mind when answering questions.

4. Interviewers ask questions in turn by pre-determined assignment.

5. The Interviewer should manage the time and flow of the interview. 6. Follow up questions: after the candidate answers the standard questions, the lead

interviewer will ask the interview team if anyone has any follow up questions. After all interview questions have been asked, the candidate is given a chance to ask questions.

7. The lead interviewer should thank the candidate for their time and interest in

employment with the University of Cincinnati and provide information on when the interviewer will get back to the candidate.

8. The lead interviews will end the call and the search committee will finalize their evaluation sheets on the candidate and determine directly the candidates to invite for on campus interviews.

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ON-CAMPUS INTERVIEWS If the candidate will be meeting with a number of individuals for interviews during a visit, provide the candidate with the schedule and who will be coordinating the movement from interview to interview. Make sure the candidate has time for adequate breaks during the visit. Also, in the case of multiple interviews, it is important to have different interviewers focus on specific areas to avoid redundancy in questions. ON-CAMPUS PROCEDURES

1. Greet and identify yourself by name and title to the candidate and the role in the interview process.

2. Provide the candidate with a general overview of the position you are seeking to fill. 3. The search committee should ask each candidate the same standard list of core

interview questions based only on position-related criteria. The same questions should be asked of all candidates, which will allow comparative judgments while ensuring that crucial position-related information is obtained.

4. Interviewers ask questions in turn by pre-determined assignment. 5. The Interviewer should manage the time and flow of the interview.

a. Explore the Candidates’ Work History • Starting with the most recent job, use open-ended questions (how, when,

why) to elicit the most information. Ask about likes and dislikes concerning the job.

• Level and complexity of work • Teaching or Research interests, collaborations, publications (for

research staff if not already provided with CV) • Extent of responsibility and level of progression • Effectiveness, accomplishments and achievements • Job stability and reasons for leaving previous jobs

b. Examine the Educational Background • Are the educational credentials consistent with the requirements of the

position? • How does the candidate stay current? • What recent professional development opportunities/conferences they

have attended are participated in?

6. Follow up questions: after the candidate answers the standard questions, the lead interviewer will ask the interview team if anyone has any follow up questions. After all interview questions have been asked, the candidate is given a chance to ask questions.

7. The lead interviewer should thank the candidate for their time and interest in employment with the University of Cincinnati and provide information on next steps in the interview process.

The search committee will finalize their evaluation sheets on the candidates.

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REFERENCE CHECKS Reference checks may be initiated after interviews occur and shall be made for candidates being considered as finalists. References can be checked for anything employment related: education/degree, employment verification, etc. Reference checks may also serve as an additional screening process if completed prior to inviting a candidate for an interview. In either case, candidates should be contacted - first, to ensure their continuing interest in the position and, secondly, to obtain permission to contact references. References should be obtained in writing whenever possible. However, to facilitate the screening process, each committee member may be asked to contact one or more references. When phone references are conducted, it is important to use a standard set of questions and have at least two committee members conduct the phone reference. All comments received should be recorded and shared with the search committee. Additional references may always be requested after the actual interview and before any recommendations are made. BACKGROUND CHECKS The University requires that all newly hired faculty and staff complete a background check. The University of Cincinnati background check process is completed on-line through People Admin our on-line application/requisition tracking system, and HireRight a web-based information verification solutions company focused on assisting businesses in making smarter, faster, more effective employment decisions. The hiring department is responsible for any and all costs associated with the background check. This procedure covers faculty and staff candidates who are in the final stages of the hiring process and are required to obtain a pre-employment criminal history check (background check). Background check results may not necessarily prevent the University from proceeding with hiring an individual however it will ensure that UC personnel (with a need to know) are knowledgeable about relevant information in advance. Departments may initiate a background check request by changing the selected candidate(s) applicant status once an individual has been approved by the Office of Equal Opportunity and Access (OEOA).

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The final hire offer cannot be made until all approvals have been secured, including the Office of Equal Opportunity and Access.

The search committee chair has the responsibility of preparing a final report outlining the committee’s process and making its recommendation(s). This report, along with the appropriate support documentation, shall be forwarded to the Equal Opportunity Coordinator and Dean/VP for review. The report and documentation should include the following:

a) Summary of committee meetings (including name of members, meeting times, etc.)

b) Outline of the criteria and process used to narrow the applicant pool c) Individual assessments of the candidates by each committee member, as well as any

composite assessments that were developed; include comments and ratings on their strengths and weaknesses as related to the position requirements

d) The ranking of the candidates as determined by the committee and the rationale for the

ranking e) If the position is in an underutilized job group, a detailed summary of efforts to develop

a strong pool of applicants that includes Women and People of Color and reason persons interviewed were not selected.

f) Include copies of all advertisements, postings, letters, contact lists and any other

recruitment sources used. g) This report should be uploaded in People Admin in the field “Good Faith Efforts.”

THE APPLICANT LIST SENT TO HIRING MANAGER For every search the Office of Equal Opportunity and Access (OEOA) is required to maintain an applicant log that contains applicant data, including: college, department, position applied for, job group number, application date, applicant name, race, sex and disposition (i.e. interviewed, or why excluded).

• The applicant list, shared with the hiring manager will include all applicants who meet the minimum qualifications.

• In the event that an interviewed applicant or a finalist does not self-identify on the applicant log maintained by the Office of Equal Opportunity and Access (OEOA), you may be contacted and asked to complete visual race and/or sex of the applicant or finalist (See Ethnicity Definitions at Appendix VIII).

• An appropriate “not hired reason” must be completed for every applicant. • For the candidate selected, provide more justification for hiring than “best qualified.”

V. MAKING THE OFFER

VI. DOCUMENT THE SEARCH

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APPENDIX I

EXECUTIVE, ADMINISTRATIVE AND FACULTY TITLES

EXECUTIVE JOB TITLES ADMINISTRATIVE JOB TITLES Job Group 100 or SOC Code Listed Below Job Group 102 or SOC Code Listed Below President (11-0000) Associate Dean (11-0000) Sr. Vice President (11-0000) Associate Director (11-0000) Vice President (11-0000) Associate General Counsel (23-0000) Associate Sr. Vice President (11-0000) Associate Provost (11-0000) Associate Vice President (11-0000) Assistant Dean (11-0000) Assistant Sr. Vice President (11-0000) Assistant Director (11-0000) Assistant Vice President (11-0000) Bursar (11-0000) Chief Investment Officer (11-0000) Director Academic(if has recruitment authority) Dean (11-0000) Director Administrative (11-0000) Director of Athletics (11-0000) Director (if has recruitment authority) (11-0000) Executive Vice President (11-0000) Executive Director (11-0000) General Counsel (23-0000) Head Coach Major Sports (27-0000) Sr. Associate Vice President (11-0000) Ombuds (23-0000) Sr. Vice Provost (11-0000) Sr. Associate Dean (11-0000) Vice Provost (11-0000) Sr. Assistant Dean (11-0000) Treasurer (11-0000) University Registrar (11-0000)

FACULTY TITLES

Job Groups 200, 202, 204 or SOC Code Listed Below Professor, Associate Professor, Assistant Professor, Instructor (25-1000) Clinical Professor, Associate Professor, Assistant Professor, Instructor (25-1000) Field Service Professor, Associate Professor, Assistant Professor, Instructor (25-1000) Research Professor, Associate Professor, Assistant Professor, Instructor (25-1000) Sr. Librarian, Sr. Associate Librarian, Senior Librarian (25-4020) Assistant Librarian, Beginning Librarian (25-4020)

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APPENDIX II RECRUITMENT PLAN APPROVAL FORM

ACADEMIC, ADMINISTRATIVE AND EXECUTIVE HIRES The University of Cincinnati is committed to the use of affirmative action measures consistent with applicable laws that ensure an environment of equal opportunity for all applicants and employees. Good faith efforts must be made to recruit qualified women and people of color applicants. Note: This form must be completed and attached in People Admin under the Document section marked Recruitment Plan.

TYPE OF POSITION A complete list of job titles (Job Groups, 100, 102, 200, 202, and 204 or appropriate SOC Code) may be found in the Recruitment and Search Guide and on People Admin. Academic*: Job Group 200, 202 and 204 (Full time Faculty) ____Assistant Professor ____Associate Professor ____ Professor

____Instructor ____College of Medicine GEO Faculty * * ____Other __________________________________________________________________________

Administrative: Job Group 102 Job Title _____________________________________ Executive: Job Group 100 Job Title______________________________________

* Does not include part time faculty (i.e. adjunct, affiliates or visiting faculty titles) * * In the RECRUITMENT RESOURCES OR METHODS section, explain in the OTHER field how GEO faculty was recruited. _________________________________ _________________________________ _________________________ Hiring Department Chair/Director of Hiring Department Requisition No./Position No. Department/Office Demographics: Total Employees: _____ _____Women _____People of Color ______African Americans

Is this position underutilized? _____Yes ____ No If Yes, Goal Number (Available % from Utilization Analysis report) _____Women _______People of Color ________African Americans _____8%___Vets ____7%____Disabled

List the members of the search committee and the designated chair by department, gender, and ethnicity. Role Name Job Title Department Gender Ethnicity Chair Member Member Member Member Member Member Anticipated Posting Date ____________ Anticipated Application Review Date__________

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RECRUITMENT RESOURCES OR METHODS Please be specific in naming publications, listservs, direct contacts with colleagues, conferences, organizations, etc.

Professional: • (Discipline journals/professional publications):

____________________________________________________________________________________________________________________________________________________________________________________________________________________

• Professional Meetings/conferences (include dates): ____________________________________________________________________________________________________________________________________________________________________________________________________________________

• On-line bulletin boards/job listing services: ____________________________________________________________________________________________________________________________________________________________________________________________________________________

• Institutions/organizations/associations/placement services to receive announcements: ____________________________________________________________________________________________________________________________________________________________________________________________________________________

Women/People of Color/Veterans/Disability Outreach: • Organizations:

__________________________________________________________________________________________________________ • Publications:

__________________________________________________________________________________________________________ • Personal Contacts:

__________________________________________________________________________________________________________ Other: __________________________________________________________________________________________________________

SCREENING PROCEDURES Once the search committee has evaluated the applications utilizing the agreed-upon criteria, please describe the screening/interviewing methods that will be used. _____Email applicant pre-screening questions _____Phone Interview _____In Person Interview _____Presentation _____Other (Explain) _______________________________________________________________

POSITION ANNOUNCEMENT

In the space below, type or paste a draft position announcement. The box below will expand to allow for the needed space.

APPROVALS REQUIRED BELOW

EO Coordinator __________________________________ Phone _______________ Date_____________ Dean/VP Designee Search Committee Chair ____________________________ Phone _______________ Date ____________ Office of Equal Opportunity and Access ____________ Phone________________ Date _____________

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APPENDIX III GOOD RECRUITMENT, INTERVIEWING, AND HIRING PRACTICES General Principles

• Open positions should be communicated broadly both within and beyond the university.

• Colleagues throughout the appropriate discipline should be informed of the programs and opportunities available at the University of Cincinnati.

• The goal of every faculty search should be to put together the best pool possible.

• Good faith effort needs to be made in order to develop a diverse pool of applicants and to

create equal employment opportunity.

Conferences and Professional Meetings • When attending conferences and professional meetings, faculty should seek to provide all

potential candidates, including Women and People of Color, with informational literature on programs and activities available at the University of Cincinnati.

Extending Invitations • Special efforts should be made to invite outstanding individuals, including Women and

People of Color faculty, to lecture and to interact professionally with students and faculty. Faculty may coordinate efforts with other university programs such as Just Community.

Internal Publication of Searches

• A copy of the position announcement should be sent to all members of the department, who should also be informed of the progress of the search.

• It is in the best interest of the university to conduct open and fair searches for all faculty

positions. Women and People of Color Candidates

• In keeping with the university’s equal employment opportunity policy, faculty search committees should make a concerted effort to attract Women and People of Color candidates.

Soliciting Assistance in Searches

• The Office of Equal Opportunity and Access shall be contacted to attend the first committee meeting for assistance in developing a recruitment strategy that will produce a diverse pool of candidates for all positions.

• In addition, search committee members should seek the assistance of culturally diverse

organizations and individuals, including faculty, for information and contacts for recruitment purposes.

• Search committee members should solicit help in locating candidates through the wide

distribution of the job announcement and by encouraging employees to provide sources.

• A list of selected minority and women publications is included in Appendix IV.

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Interviewing

General Guidelines • Selecting excellent employees requires good judgment and fair treatment in evaluating

candidates.

• Carried out impartially, the process can also foster good public relations.

• This experience can engender good will and high regard for the university and the department involved in the search.

• To assure successful searches and to minimize legal controversy, the following

measures are strongly recommended:

a) Do ensure that all candidate pools are as diverse as possible and that the recruitment process has been open and communicated widely.

b) Do ensure fair comparisons.

The interview process should be consistent in terms of types of questions and position requirements and responsibilities. Candidates should be asked the same or similar position- related questions, and search committee members should evaluate candidates on the same criteria.

c) Do ensure that the format of the interview is consistent for all candidates.

Afford each candidate the opportunity to respond and ask questions as appropriate. Sensitivity should be given to individual candidates (i.e., their choices for food, specific requests to talk with groups and/or any other matters relevant to the interview).

d) Do recognize that candidates may differ in communication style and presentation,

and that the focus of the interview is to obtain information about the candidate’s qualifications. The substance of the information provided during the interview should be viewed as more important than the candidate’s communication style.

e) Do hire the best-qualified candidate.

• The following measures are not recommended:

a) Do not invite candidates for “token” interviews including Women and People of

Color with no intent of serious consideration. The recruitment process should be conducted so as to yield a diverse pool of qualified candidates.

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Candidates scheduled for interviews must meet the minimum qualifications to be considered for the position.

b) Do not inquire into a candidate’s age, religion, financial condition, disability, marital

status, national origin, place of birth, or other personal matters. See interviewing guidelines for more information.

c) Do not reject candidates because of cultural or other differences unrelated to the

position on the assumption that they will not fit in. All individual candidates should be judged on the basis of their qualifications, experience, and education in relation to the requirements for the position.

d) Do not use statements that would lead candidates to assume that their appointment

might create a problem for the department.

Interviewing Techniques & Guidelines The following techniques and guidelines will help to ensure that the interview goes smoothly and that you, and the candidate, get all of the information you will need to make the right choice. The guidelines review what inquiries are lawful and unlawful so that you will not incur any legal liability.

Techniques Control the interview

Stay on track. Cover all pertinent areas. Explore inconsistencies, time gaps and missing data on the

resume/application. Improve your style

Be aware of the impact of your facial expressions and body language. Be careful not to show your reaction to an interviewee’s words, gestures, facial expressions, etc.

Do not talk a lot! Let the applicant talk the majority of the time---

ideally 80%. That way you can be sure to get enough information to make a sound decision.

Avoid interrupting the applicant to introduce your own thoughts and

opinions.

Maintain eye contact. If the applicant does not, do not automatically assume this to be a negative.

Do not let your mind wander; you may miss something important or get

off track and lose control of the interview. Echoing

When you want the interviewee to expand on a statement, rephrase and

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repeat what that person has said, then ask him/her to tell you more; i.e. “You say that you were responsible for… Tell me more about that.”

Silences Do not be uncomfortable with brief silences. Be patient---you may learn

something from the direction the interviewee decides to take. Evaluate the applicant on the established criteria

Evaluate the applicant on whether or not he/she has the qualifications, as advertised, to be successful in the position.

Keeping the job requirements in mind, look at:

- past responsibilities and accomplishments - stability and attitude - education and technical expertise.

Look at the “whole person”

Do not form biases or jump to conclusions. Unfavorable impressions should be based on the candidate’s qualifications and be relevant to the position.

Avoid outside interruptions

The interview should be held in a quiet area where phone calls and interruptions from other staff members can be avoided.

Failure to listen

Do not think ahead to what you are going to ask next. Avoid introducing your own unrelated and non-pertinent thoughts during the interview.

Halo effect

Do not allow one or two favorable but unrelated traits bias your judgment of the candidate. Avoid making quick judgments, especially in areas where you typically have strong personal biases.

Time for each interview

Allow enough time to adequately cover goals you set for the interview. The length of time usually corresponds to position complexity; one hour is average.

Provide a good first impression

Be prompt and friendly and have a neat and orderly environment for the interview. This provides the candidate with a good first impression of the university.

Do not use non-job related questions

This may be unlawful and wastes time. It also does not provide you with useful information.

Impatience Be patient. Your impatience will only add to the candidate’s anxiety.

Making promises

Do not make promises.

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APPENDIX IV GOOD INTERVIEW QUESTIONS 1. Tell us a little more about your professional experiences, particularly those not mentioned on your resume. 2. Why are you interested in leaving your current position and why do you feel that this position would be better for you? 3. Do you feel this position is a promotion, a lateral move, a broadening of your professional experience, or just a change? Why do you think so? 4. How does this position fit into your overall career goals? 5. Describe the duties of your current job 6. What do you dislike most about your current job? 7. What is your favorite part of your current job and why is it your favorite part? 8. What are the three college courses that best prepared you for your current job? 9. What is the best method of creating a______? [A relevant product] 10. What qualities or experiences make you the best candidate for this position? 11. Describe two or three major trends in your profession today. 12. On the basis of the information you have received so far, what do you see as the major challenges of this position and how would you meet them? 13. Describe a situation in which you did “all the right things” and were still unsuccessful. What did you learn from the experience? 14. Discuss the committees of the organization where you currently work. 15. Why did you choose this profession/field? 16. What new skills have you learned over the past year? 17. Think about an instance when you were given an assignment that you thought you would not be able to complete. How did you accomplish the assignment?

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18. Have you ever had a great idea but been told that you could not implement it? How did you react? What did you do? 19. Describe the best boss and the worse boss you have ever had. 20. Describe your ideal job. 21. What would your coworkers or your supervisor say about you? 22. Can you describe how you go about solving problems? Please give us some examples. 23. What is the biggest conflict you have ever been involved in at work? How did you handle that situation? 24. What new programs or services would you start if offered the position? 25. Please share with us your philosophy about customer service in an academic environment and give us some examples of service that would illustrate your view. 26. Tell us how you would learn your new job in the absence of a formal training program. 27. How would you characterize your level of computer literacy? What are some of the programs and applications with which you are familiar? 28. Think about a coworker from the present or past whom you admire. Why? 29. What are the characteristics that you prize most in an employee? What behaviors or characteristics do you find intolerable? 30. Can you share with us your ideas about professional development? 31. Describe some basic steps that you would take in implementing a new program 32. What is one or two of your proudest professional accomplishments? 33. Do you have any knowledge of the unique role of a ______? [Two-year college/liberal arts college/research University] 34. How do you feel about diversity in the workplace? Give us some examples of your efforts to promote diversity. 35. Tell us how you go about organizing your work. Also, describe any experience you have had with computers or other tools as they relate to organization. 36. Please tell us what you think are the most important elements of a good _______. [service, activity, product, class, etc.]

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37. Describe your volunteer experiences in community-based organizations. 38. What professional associations do you belong to and how involved in them are you? 39. Tell us about your preferred work environment. 40. What experiences or skills will help you manage projects? 41. Tell us how you would use technology in your day-to-day job. 42. In what professional development activities have you been involved over the past few years? 43. What volunteer or social activities have helped you develop professional skills? 44. What things have you done on your own initiative to help you prepare for your next job? 45. Do you have any concerns that would make you have reservations about accepting this position if it is offered to you? 46. What do you think most uniquely qualifies you for this position? 47. Do you have any additional professional experience that you would like to share? 48. Do you have any questions for us?

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GOOD INTERVIEW QUESTIONS FOR FACULTY 1. Describe your teaching style. 2. Describe your teaching philosophy. 3. What technology applications have you utilized in the classroom? 4. How do you engage students, particularly in a course for non-majors? 5. Share your ideas about professional development. 6. In your opinion, how should the workload of a faculty member be split and into what areas? 7. What changes have you brought to the teaching of ______? 8. How would you go about being an advocate and resource for the use of technology in the teaching and learning process? 9. What courses have you created or proposed in the past five years? 10. What do you think are the most important attributes of a good instructor? 11. Where would this position fit into your career development goals? 12. How do you define good teaching? 13. What do you think are your greatest strengths as an instructor? In which areas do you feel you can use some further development? 14. How do you feel your teaching style can serve our student population? 15. What professional development activities have you been involved the past few years? 16. What pedagogical changes do you see on the horizon in your discipline? 17. How would your background and experiences strengthen this academic department? 18. How do you adjust your style to the less-motivated or under-prepared student? 19. How have you involved your students in your research? 20. What are your current research interests?

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INTERVIEW QUESTIONS FOR MANAGERS/LEADERS 1. If I called a member of your current staff and asked them to tell me about you, what

would they say?

2. Why is this position appealing to you at this point in your career?

3. What key leadership actions would you take if you came on board?

4. How do you lead?

5. What's your secret to getting subordinates to follow you?

6. How do you challenge and motivate employees?

7. How do you reward employees?

8. Describe your management philosophy and management style.

9. Some managers supervise their employees closely, while others use a loose rein. How do you manage?

10. How have you improved as a manager over the years?

11. How would you deal with an employee who broke a policy (i.e.: late for work)?

12. How would you deal with an employee who was not open and honest in

communication?

13. It is very hard to attract faculty and key staff to this area. What are some strategies you might use to have enough qualified talent to be sure our strategic direction is met?

14. What single professional event made you most proud to be a manager/leader?

15. What event made you least proud to be a leader?

16. In prior positions did you have budgeting responsibilities? If so, what was the size of

your operating budget?

17. Do you know how to figure FTE's?

18. What is your definition of empowerment?

19. What is your definition of Quality Assurance (QA), and who should be responsible, for QA?

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20. Tell me about a time when your manager made a decision you disagreed with. What

actions did you take and why?

21. Tell me about a time when you had to handle a workplace disturbance. What did you do? What were the results?

22. Tell me about a time when you had to deal with an irate physician, patient, employee

etc. How did you handle it and what was the result?

23. How have you managed to foster a successful team in your past positions?

24. What methods have you found successful in determining the priorities when you start in a new facility?

25. What methods do you use to foster open communication with staff, management and

your board of governors?

26. Tell me about a work incident when you were totally honest, despite a potential risk or downside for the honesty.

27. How did you handle a recent situation where the direction from above was unclear and

circumstances were changing?

28. Describe how you motivated a group of people to do something they did not want to do.

29. Who are your most effective subordinates and your least effective subordinates? What are the strengths and weaknesses of each? What have you done to develop each of these subordinates?

30. Tell me about some of the people who have become successful as a result of your

management. What was your role in their development?

31. What are the major training and development needs of the people in your department? How did you identify them? What are you doing about them?

32. Are there any techniques you have found useful in identifying particular subordinates'

needs and potentials? Tell me how they worked with a particular person.

33. What do you do differently than other managers? Why? Examples?

34. What is the farthest you've had to bend your standards in order to succeed?

35. What job duties would you like to avoid if at all possible?

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36. Describe a time in which you weighed the pros and cons of a situation and decided not to take action, even though you were under pressure to do so?

37. All of us have been in situations where we assigned work to other people and they didn't do what we intended. Can you tell me about some of those? What were the circumstances and how did you handle it?

38. Have you ever had problems in getting your subordinates to accept your ideas or

department goals? What approach did you use? How effective was it?

39. Have you ever needed cooperation from groups that did not report to you? What did you do to gain cooperation? What were the satisfactions and disappointments?

40. Is there a trait or characteristic about you that you find is frequently misunderstood that surprises you when you find out that people think that about you?

41. What 3 things do you hope to accomplish in your first year?

42. What do you expect of those who report to you? If candidate responds with a one word answer (for example saying, "support" you can probe further by asking the candidate to describe three behaviors that she/he would view as being supportive.

43. If you had an unfavorable plan (i.e., budget) to implement, what would you do to get the

managers' buy in and support?

44. With a change in (e.g. funding priorities, leadership roles, staffing, political environment, etc.), what are two ideas you would like to see put in place?

45. What kind of support do you offer managers, directors and front-line staff, when things

don’t go as planned?

46. Tell us about a high level innovative idea/change that you implemented. Was it or was it not successful?

47. What has your experience been with implementing a strategic plan? What key steps did

you take?

48. Discuss your experience managing a large organization change initiative e.g. implementing a culture change, moving from a low tech to high tech environment, etc.

49. What are your principal views about change? Who should lead large system change and

why?

50. Tell me about professional yourself.

51. What do you know about our organization?

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52. Why do you want to work for us?

53. What can you do for us that someone else can’t? 54. What do you find most attractive about this position? What seems least attractive about

it?

55. What do you look for in a job?

56. Please give me your definition of [the position for which you are being interviewed].

57. How long would it take you to make a meaningful contribution to the University of Cincinnati?

58. You haven’t worked in our industry before. When could you make a contribution?

59. What do you look for when you hire people?

60. Have you ever had to fire people? What were the reasons, and how did you handle the

situation? 61. What important trends do you see in our industry?

62. How do you feel about leaving all your benefits to find a new job?

63. In your current (last) position, what features do (did) you like the most? The least?

64. What are your long- range goals?

65. What are your capabilities that will help us?

66. What major challenges have you faced?

67. How well do you handle pressure?

68. What types of management controls do you use?

69. How would others describe your work ethic?

70. How do you handle confrontation?

71. What are the key reasons for your success?

72. Are you confident about your writing and presentation skills?

73. What part of the newspaper do you turn to first?

74. What was the last book you read?

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INTERVIEW QUESTIONS TO AVOID You cannot ask any question during an interview that relates to an applicant’s race, color, religion, age, gender, national origin, or disability. The following questions are merely a few of the questions that should not be asked:

1. Are you a U.S. Citizen?

2. Where were you born?

3. What is your birth date?

4. How old are you?

5. Do you have a disability?

6. Are you married?

7. What is your spouse’s name?

8. What is your maiden name?

9. Do you have any children?

10. Do you have childcare arrangements?

11. What is your race or ethnic origin?

12. Which church do you attend?

13. What is your religion?

The following questions should be asked only when there is a bona fide, job-specific reason to ask them. If asked of one candidate, they should be asked of all candidates for the same position. ACCEPTABLE ALTERNATIVE QUESTIONS

1. Are you able to work in the United State on an unrestricted basis?

2. Are you able to perform the duties on the job description with or without reasonable accommodations?

3. Have you ever been convicted of a felony crime?

4. If hired, can you provide proof that you are at least 18 years of age? 5. Do you have any conflicts that would prevent you from working the schedule

discussed?

6. What languages do you speak or write fluently? 7. Have you worked under any other professional name or nickname?

8. Would you have any problem working overtime, if required?

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APPENDIX V – Web-Based Recruitment Resources

Recruitment Resource/ Organization / Association Website/ Resource

College Department

Discipline Focus

1001 Consejos.com www.1001consejois.com/app/index.php Any Diversity

Ability Links www.abilitylinks.org Any General

Absolutely Health Care www.healthjobsusa.com/ Medicine Medicine

Academic Careers Online www.academiccareers.com Any Academic Academic Diversity Search, Inc. Academic Employment Network

www. Academicdiversity search.com/ www.academploy.com Any Academic

Academic Keys www.academickeys.com Any Academic

Academic Physician and Scientist www.aphysci.com Medicine Medicine

Academic Position Network www.apnjobs.com Any Academic

Academy of Criminal Justice Studies (ACJS) www.acjs.org/ CECH Criminal Justice

Accessible Employment www.accessibleemployment.org/ Any Inclusion

ACM's Women in Computing www.wome.acm.org Technology Women

ACPA Standing Committee for Women and Multicultural Affairs http://www.myacpa.org/comm/aofye/index.cfm Any Women

Adjunct Nation www.adjunctnation.com Any Diversity

Advancing Women www.advancingwomen.com Any Women

Aerobics and Fitness Association of America www.afaa.com Health Aerobics & Fitness

African American Times http://africanamericantimes.net Any African American

African Studies Association www.africanstudies.org/ Any African American

AfroGotham www.afrogotham.com Any African American

Alabama A&M University www.aamu.edu Any African American

Alabama State University www.alawu.edu Any African American

Albany State College www.asuram.edu Any African American

Alcorn State University www.alcorn.edu Any African American

Allen University www.allenuniversity.edu Any African American

Alliance of Professional Women www.apwcolorado.org Any Women

American Academy for Environmental Engineers www.aaee.net/ CEAS Environmental Engineers

American Academy for Physical Activity and Recreation www.aahperd.org/aapar/ Health Physical Activities & Recreation

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American Academy of Arts and Sciences www.amacad.org/

Arts & Sciences General

American Academy of Audiology www.audiology.org/Pages/default.aspx Medicine Audiology

American Academy of Child and Adolescent Psychiatry www.aacap.org/ Medicine Psychiatry

American Academy of Kinesiology and Physical Education (AAKPE) www.aakpe.org/ Health Kinesiology & Physical Ed

American Academy of Nurse Practioners www.aanp.org/AANPCMS2 Medicine Nursing

American Academy of Religion (AAR) www.aarweb.org/ A&S Religion

American Accounting Association (AAA) www.aaahq.org/ Business Accounting American Alliance for Health, Physical Education, Recreation and Dance (AAHPERD) www.aahperd.org/ Health

Health, Physical Education,

American Alliance for Theatre and Education (AATE) www.aate.com/ CCM Theatre

American Anthropological Association (AAA) www.aaanet.org/ A&S Anthropology

American Association of Intellectual and Developmental Disabilities www.aaidd.org/ Medicine Intellectual & Developmental

American Association for Adult and Continuing Education (AAACE) www.aaace.org/ CECH Education American Association for Access, Equity & Diversity American Association for Advancement of Science

www.affirmativeaction.org/career www.aaas.org/

Any A&S

Diversity Science

American Association for Applied Linguistics (AAAL) www.aaal.org/ A&S Linguistics

American Association for Clinical Chemistry (AACC) www.aacc.org/Pages/default.aspx Medicine Clinical Chemistry

American Association for Geriatric Psychiatry www.aagponline.org/ Medicine Psychiatry American Association of Hispanics in Higher Education American Association for Leisure and Recreation

www.aahhe.org/jobs www.aahperd.org/aapar/ Health

Leisure and Recreation

American Association for Respiratory Care www.aarc.org/

Medicine Medicine

American Association for State and Local History www.aaslh.org/

A&S History

American Association for the Advancement of Science www.aaas.org/

A&S Science

American Association of Blacks in Higher Education www.blacksinhighered.org/ Any African American

American Association of Blood Banks www.aabb.org/

Medicine Hoxworth

American Association of Clinical Chemistry www.aacc.org/

Medicine Clinical Chemistry

American Association of Colleges and Universities Diversity Web www.diversityweb.org/diversity_postings/position_openings/submit/index.cfm Any Diversity

American Association of Colleges for Teacher Education www.aacte.org/

Education Teacher Education

American Association of Colleges of Nursing www.aacn.nche.edu/ Medicine Nursing American Association of Collegiate Registrars and Admissions Officers (AACRAO) www.aacrao.org/

Enrollment Mgmt

Registrars & Admissions

American Association of Engineering Societies www.aaes.org/ CEAS Engineering

American Association of Museums www.aam-us.org/

A&S DAAP Museums

Page | 41

American Association of Philosophy Teachers (AAPT) www.philosophyteachers.org/

A&S

Philosophy

American Association of Physical Anthropologists (AAPA) www.physanth.org/

A&S Anthropology

American Association of Physics Teachers (AAPT) www.aapt.org/

A&S Physics

American Association of Teachers of Arabic (AATA) www.aataweb.org/

A&S Arabic

American Association of Teachers of French (AATF) www.frenchteachers.org/

A&S French

American Association of Teachers of German (AATG) www.aatg.org/

A&S German

American Association of Teachers of Spanish and Portuguese www.aatsp.org/

A&S Spanish

American Association of University Professors www.aaup.org/aaup Any Diversity

American Association of University Women www.aauw.org/

Any Women

American Astronomical Society http://aas.org/

A&S Astronomy

American Baseball Coaches Association www.abca.org/ Athletics Sports

American Board of Medical Genetics www.abmg.org/

Medicine Genetics

American Board of Sport Psychology (ABSP)

www.americanboardofsportpsychology.org/ Athletics

Sport Psychology

American Business Women's Association www.abwa.org/ Any Women

American Ceramic Society www.ceramics.org/ DAAP Ceramics

American Chemical Society www.chemistry.org/

Arts & Sciences Chemistry

American Choral Directors Association (ACDA) www.acda.org/ CCM Music

American College Counseling Association (ACCA) www.collegecounseling.org/

CECH Student

Counseling

American College Health Association (ACHA) www.acha.org/ Health General

American College of Medical Genetics www.acmg.net/

Medicine Genetics

American College of Radiology www.acr.org Medicine Radiology

American College of Sports Medicine www.acsm.org/ Medicine Sports Medicine

American College Personnel Association (ACPA) www.myacpa.org/ Any Diversity

American Corporate Counsel Association www.acca.com/

Law Law

American Council on Education www.acenet.edu/

Any Diversity

American Council on Exercise www.acefitness.org/ Health Exercise Physiologists

American Council on the Teaching of Foreign Languages (ACTFL)

www.actfl.org/

Arts and Sciences

Foreign Language

American Counseling Association www.counseling.org/

CECH/Student Affairs Counseling

American Cultural Resources Association (ACRA) www.acra-crm.org/

Arts & Sciences

Cultural Resource Mgmt

Page | 42

American Dialect Society

www.americandialect.org/

A&S English

American Dietetic Association http://www.eatright.org/

Health Dietetics

American Economic Association (AEA)

www.aeaweb.org/

Business Economics

American Educational Research Association (AERA)

www.aera.net/

Education Teacher Education

American Geographical Society (AGS) www.amergeog.org/default.asp A&S Geographers

American Geological Institute www.agiweb.org/ A&S Geology

American Geriatrics Society www.americangeriatrics.org/ Medicine Geriatrics

American Historical Association www.historians.org/ A&S History

American Hospital Association www.aha.org/ Medicine General

American Indian Higher Education Consortium www.aihec.org/ Any American Indian

American Indian Jobs www.americanindianjobs.org Any American Indian

American Indian Library Association www.ailanet.org/ Library American Indian

American Indian Science & Engineering Info Server www.nativnet.uthscsa.edu/

A& S CEAS

Science & Engineering

American Indian Science and Engineering Society (STEM) www.aises.org/

A& S CEAS

Science & Engineering

American Industrial Hygiene Association www.aiha.org/Pages/default.aspx Health Industrial Hygiene

American Institute of Architects www.aia.org/

DAAP Architecture

American Institute of Biological Sciences www.aibs.org/

A&S Biology

American Institute of Chemical Engineers www.aiche.org/ CEAS Chemical Engineers

American Institute of Physics www.aip.org/

A&S Physics

American Jewish Historical Society (AJHS) www.ajhs.org/

A&S Jewish Studies

American Kinesiology Association (AKA) www.americankinesiology.org/ Health Kinesiology

American Legion, The www.americanlegion.com Any Diversity

American Library Association www.ala.org/

Library Library

American Marketing Association www.marketingpower.com/ Business Marketing

American Mathematical Society www.ams.org/

A&S Math

American Medical Athletic Association www.amaasportsmed.org/ Medicine Sports Medicine

American Medical Women's Association www.amwa-doc.org/ Medicine Women

American Mental Health Counselors Association www.amhca.org/ CECH Mental Health Counselors

American Musicological Society www.sas.upenn.edu/music/ams/ CCM Music

Page | 43

American Musicological Society (AMS)

www.ams-net.org/

CCM Music

American Philological Association (APA) www.apaclassics.org

A&S

Linguistic Science

American Physical Society (STEM) www.aps.org/

A&S Physics

American Physiological Society (APS) www.the-aps.org/

A&S Life Sciences

American Planning Association www.planning.org/

DAAP Planning

American Political Science Association (APSA)

http://www.apsanet.org/

A&S Political Science

American Psychiatric Association http://www.psych.org/default.aspx/

Medicine Psychiatry

American Psychological Association www.apa.org/

A&S Psychology

American Psychological Society www.psychologicalscience.org/

A&S Psychology

American School Counselor Association http://www.schoolcounselor.org/

CECH School Counselors

American Soc Assoc www.asanet.org/

A&S Sociology

American Society for Cell Biology www.ascb.org/ Medicine Cell Biology

American Society for Clinical Laboratory Science www.ascls.org/

Medicine Medicine

American Society for Engineering Education www.asee.org/

CEAS Engineering

American Society for Horticultural Science http://www.ashs.org/

DAAP Horticulture

American Society for Mass Spectrometry http://www.asms.org/

A&S Science

American Society for Microbiology www.asm.org/

Medicine Microbiology

American Society for Nutrition www.nutrition.org/ Health Nutrition

American Society of Civil Engineers (ASCE) www.asce.org/ CEAS Civil Engineering

American Society of Criminology (ASC) www.asc41.com/ CECH Criminology

American Society of Diagnostic & Interventional Nephrology www.asdin.org/ Medicine Nephrology

American Society of Exercise Physiologists (ASEP) www.asep.org/ Health Exercise Physiologists

American Society of Gene Therapy www.asgt.org/

Medicine Genetics

American Society of Hematology www.hematology.org/

Medicine Hoxworth

American Society of Human Genetics www.ashg.org/

Medicine Genetics

American Society of Interior Designers www.aid.org/

DAAP Interior Design

American Society of Landscape Architects www.asla.org/

DAAP Architecture American Society of Mechanical Engineers International Board on Minorities and Women www.asme.org/ CEAS

Women Diversity

American Society of Plant Biologists (ASPB) www.aspb.org/

A&S Botany

Page | 44

American Society of Public Administration (ASPA) www.aspanet.org/scriptcontent/index.cfm

A&S

Public Administration

American Society of Women Accountants www.aswa.org/ Business Accounting Women

American Sociological Association (ASA) www.asanet.org/

A&S Sociology

American Speech-Language-Hearing Association www.asha.org/

CECH COAHS

Speech-Language

American Statistical Association

www.amstat.org/index.cfm?fuseaction=main

A&S Statistics

American String Teachers Association (ASTA) www.astaweb.com/ CCM Music

American Studies Association (ASA) www.theasa.net/

A&S History

American Swimming Coaches Association www.swimmingcoach.org/ Athletics Sports

American Volleyball Coaches Association www.avca.org/ Athletics Sports

America's Job Bank www.jobsearch.org/

Any Diversity

Anita Borg Institute www.anitaborg.org/

CEAS Computer

APPA www.appa.org/

DAAP Architecture

Arkansas Baptist College www.arkansasbaptist.edu

A&S

Religion African American

ARRS - American Roentgen Ray Society www.arrs.org Medicine Radiology

Art Job Online www.artjob.org/

DAAP Art

Asian American Journalists Association (AAJA) www.aaja.org/

A&S

Asian Journalist

Asian American Psychological Association www.aapaonline.org/index.shtml

A&S Psychology

Asian Jobs www.asianjobs.org Any Asian

Asian Pacific American Libraries Association www.apalaweb.org/ Libraries Asian

Asian Women in Business www.awib.org/ Business Asian Women

Asian-Pacific Sociology Association www.asiapacific-sociology.org/

A&S

Asian Sociology

Asians in Higher Education (AHE) www.asiansinhighered.com/

Any Asian

Association for Applied and Clinical Sociology (AACS) www.asscsnet.org

A&S Sociology

Association for Asian Studies (AAS) www.aasianst.org/

A&S Asian Studies

Association for Astronomy Education (AAE)

A&S Astronomy

Association for Behavioral and Cognitive Therapies (ABCT)

www.abct.org/Home/

COAHS Behaviors & Cognitive

Association of Black Psychologists Association for Computing Machinery (ACM)

www.careercenter.abpsi.org www.acm.org/

A&S Technology

Computing-Advance

Association for Continuing Higher Education (ACHE)

www.acheinc.org/

Any Diversity

Association for Counselor Education and Supervision (ACES) www.acesonline.net/

CECH/Student Affairs Counseling

Page | 45

Association for Cultural Studies (ACS)

www.cultstud.org/

A&S Cultural Studies Association for Education in Journalism and Mass Communication (AEJMC)

www.aejmc.org/

A&S CECH

Journalism Mass

Association for Educational Communications and Technology

http://www.aect.org/default.asp/

CECH Nursing

Educational Technology

Association for Gender Equity Leadership in Education (AGELE)

http://agele.org

Any Leadership in Education

Association for Gerontology Education in Social Work http://www.agesocialwork.org

CECH Medicine

Gerontology Education

Association for Institutional Research (AIR) http://www.airweb.org/ Research Institutional Research

Association for Library and Information Science Education (ALISE) http://www.alise.org/ Library Library & Information

Association for Manufacturing Technology

http://www.amtonline.org/

Business CEAS

Mfg. Technology

Association for the Advancement of Computing in Education http://www.aace.org/ Technology Computing

Association for the Study of Higher Education (ASHE)

http://www.ashe.ws/

Any Diversity Association for University and College Counseling Center Directors (AUCCCD)

http://www.aucccd.org/

CECH Student

Counseling

Association for Women Geoscientists (STEM) www.awg.org/

A&S Science Women

Association for Women in Architecture http://www.awa-la.org/

DAAP Architecture Women

Association for Women in Communications www.womcom.org/

A&S Communication Women

Association for Women in Computing http://www.awc-hq.org/home.html/

Technology Computing Women

Association for Women in Mathematics (STEM) www.awm-math.org/

A&S Mathematics Women

Association for Women in Science (STEM) www.awis.org/

A&S Science Women

Association of Women Soil Scientists Association for Women in Sports Media

www.womeninsoils.org http://www.awsmonline.org/

HorticultureAthletics

Sports Media Women

Association for Information Communications Technology Professionals in Higher Education (ACUTA)

http://www.acuta.org/wcm/acuta

Any Information Technology

Association of American Geographers http://www.aag.org/

A&S Geographers

Association of American Indian Physicians http://www.aaip.org/

Medicine American Indian

Association of American Medical Colleges www.aamc.org/

Medicine Medicine

Association of American Veterinary Medical College (AAVMC) http://www.aavmc.org/aavmc-programs-and-initiatives/diversity.aspx Research Veterinary

Association of Ancient Historians (AAH)

http://associationofancienthistorians.org/

A&S History

Association of Black Psychologists www.abpsi.org/

A&S African American

Association of Black Sociologists www.blacksociologists.org/

A&S Sociology African American

Association of College and Research Libraries http://www.ala.org/ACRLTemplate.cfm/

Library Library

Association of College and University Biology Educators http://www.acube.org/

A&S Biology Association of College and University Housing Officers - International (ACUHO-I)

http://www.acuho-i.org/

A&F University Housing

Page | 46

Association of College Unions International (ACUI)

http://www.acui.org/

College Unions

Association of Collegiate Schools of Architecture www.asca-arch.org/

DAAP Architecture

Association of Community College Facility Operations (ACCFO)

http://www.accfo.org/

A&F Facility Operations

Association of Community Health Nursing Educators www.uncc.edu/achne/

Nursing Nursing

Association of Departments of Foreign Languages www.adfl.org/

A&S Foreign Language

Association of Ecosystem Research Centers http://www.ecosystemresearch.org/

A&S Ecosystem Research

Association of Environmental and Engineering Geologists http://www.aegweb.org/ A&S Geologists

Association of Fraternity Advisors (AFA)

http://www.fraternityadvisors.org/

Any Diversity

Association of Fundraising Professionals (AFP)

http://www.afpnet.org/

A&F Fundraising

Association of Genetic Technologists www.agt-info.org/

Medicine Genetics

Association of Higher Education Facilities Officers (APPA) http://www.appa.org/index.cfm/

A&F Facilities

Association of Information Technology Professionals (AITP)

http://www.aitp.org/

Any Information Technology

Association of International Education Administrators (AIEA) Listserve www.aieaworld.org International

International Administrators

Association of International Educators - National Headquarters http://www.nafsa.org/

International International Educators

Association of Latino Professionals in Finance and Accounting http://www.alpfa.org/

Business Finance & Accounting

Association of Licensed Architects www.licensedarchitect.org/

DAAP Architecture Association of Medical and Graduate Departments of Biochemistry (AMGDB)

http://www.amgdb.org/

Medicine Biochemistry

Association of Professional Researchers for Advancement (APRA)

http://www.aprahome.org/

Research Researchers

Association of Research Libraries www.arl.org/

Library Library

Association of Schools of Allied Health Professionals http://www.asahp.org/

COAHS General Association of University Programs in Health Administration (AUPHA) http://www.aupha.org/ Medicine

Health Administration

Association of University Technology Managers (AUTM)

http://www.autm.net/Home.htm

Technical Technology

Association on Higher Education and Disability http://www.ahead.org/

Any Diversity

Association on Writer's and Writing Programs www.awpwriter.org/default.htm/

A&S Language Arts

Athletic Equipment Managers Association http://www.equipmentmanagers.org/

Athletics Athletics

AthleticLink.com www.athleticlink.com/

Athletics Athletics

Attorney Jobs Online www.attorneyjobs.com/

Law Law

Aunt Minnie www.auntminnie.com Medicine Imaging

Australian Sociology Association, The www.tasa.org.au/about-tasa/advertising/

A&S Sociology

Page | 47

Barber-Scotia College www.b-su.edu Any African American

Benedict College www.benedict.edu Any African American

Bennett College www.bennett.edu Any

African American

Best Diversity Employers www.bestdiversityemployers.com/

Any Diversity

Bethune Cookman College www.cookman.edu Any African American

Billboard Magazine and Berklee Music www.billboard.com/

CCM Music

Biochemical Society http://www.biochemistry.org/

Medicine Biochemical

BioView www.bioview.com/

A&S

Biology

Bishop State Community College (2 yr) www.bscc.al.us/ Any African American

Black Business Professionals www.blackbusinessprofessionals.com Any African American

Black Caucus of the American Library Association http://www.bcala.org/

Library African American

Black Coaches and Administrators http://bcasports.cstv.com/

Athletics African American

Black College Sports http://www.blackcollegesports.org/

Athletics African American

Black Collegian, The www.blackcollegian.com/ Any African American

Black Data Processing Associates http://www.bdpa.org/

Technology African American

Black Tech Magazine http://www.blacktechmagazine.com/

Any African American

Black Women Connect http://blackwomenconnect.com/

Any African American Women

Black Women in Sport Foundation www.blackwomeninsportfoundation/

Athletics African American Women

Blacks in Government www.bignet.org/

Any African American

Blacks in Higher Education http://blacksinhighered.org/ Any African American

Blood Line www.bloodline.net/

Medicine Hoxworth

Bluefield State College www.bluefieldstate.edu Any African American

Botanical Society of America www.botony.org/

Arts & Sciences Biology

Bowie State University www.bowiestate.edu Any African American

Broadcast Education Association (BEA) http://www.beaweb.org/ CCM Broadcasting

Building Operating Management

http://www.facilitiesnet.com/bom/

A&F Building Operations

Business Education Division of Association for Career and Technical Education (ACTE)

http://www.acteonline.org/bused.aspx

Any Diversity

Campus Safety

www.ncjrs.gov/campussafetyawareness/

A&F Campus Safety

Campus Technology

www.campustechnology.com/

Technical Technology

Page | 48

Career Builder www.careerbuilder.com/

Any Diversity

Career Exchange www.careerexchange.com/

Technology Technology

Career Magazine www.careermag.com/

Any Diversity

Careers in Cancer Research www.cancercareers.org/

Medicine Cancer

CCNBMBAA www.ccnbmbaa.org Any Diversity

Central State University www.centralstate.edu Any African American

Charles Drew University of Medicine and Science www.cdrewu.edu Medicine Science

Chartered Institute of Library and Information Professionals (CILIP) http://www.cilip.org.uk/ Library Diversity

Chemistry Education Association (CEA) http://www.cea.asn.au/Frontpage/ Arts & Sciences Chemistry

Chemo www.chemsoc.org/

Arts & Sciences Chemistry

Cheyney University of Pennsylvania www.cheyney.edu Any Diversity

Chinese American Association of Cincinnati www.caacohio.org/ Any Diversity

Chinese American Librarians Association http://www.cala-web.org/

Library Diversity

Chinese Software Professionals Association http://www.cspa.com/index.php/

Technology Technology

Chinese-American Chemical Society (CACS) http://www.cacshq.org/

CEAS Chemical Society

Chronicle of Higher Education www.chronicle.com/

Any Academic

Chronicle of Philanthropy Job Bank www.philanthropy.com/

Business DAAP Philanthropy

Cincinnati Herald Newspaper www.thecincinnatiherald.com/

Any African American

CIO Wanted www.cio.com/

Technology Technology

Clafin College www.clafin.edu Any African American

Clark Atlanta University www.cau.edu Any African American

Clinical Outcomes Research Group http://www.rx.uga.edu/main/home/cas/cor

Pharmacy Pharmacy

Clinical Social Work Association (CSWA)

http://www.clinicalsocialworkassociation.org COAHS Social Work

Clinton Junior College (2 yr) www.clintonjuniorcollege.edu Any African American

Coahoma Community College (2yr) www.coahomacc.edu Any African American

COBOL Jobs www.coboljobs.com/ Technology Technology

College and University Personnel Association (CUPA) http://www.cupahr.org/index.aspx/ Any Diversity

College Art Association (CAA) http://www.collegeart.org/ Any Diversity

College Athletic Business Management Association http://nacda.collegesports.com/cabma/nacda-cabma.html/ Athletics Athletics

Page | 49

College Band Directors National Association (CBDNA) http://www.cbdna.org/ CCM Music

College Central Network www.collegecentral.com/ Any Diversity

College English Association (CEA)

http://cea-web.org/

Arts and Sciences English

College Grad.com www.collegegrad.com/

Any Diversity

College Language Association (CLA)

http://www.clascholars.org/

Arts & Sciences Language

College Media Advisers (CMA)

http://www.collegemedia.org/

CCM DAAP Media

College Music Society www.music.org/

CCM Music

College Recruiter.com www.collegerecruiter.com/

Any Diversity

College Sports Information Director of America http://www.cosida.com/

Athletics Sports

College Sports Video Association http://www.collegiatesportsvideo.com/

Athletics Sports

College Swimming Coaches Association of America http://www.cscaa.org/

Athletics Sports Committee on Women in Science, Engineering, and Medicine (CWSEM) http://sites.nationalacademies.org/PGA/

CEAS & Medicine Women

Committee of Institutional Cooperation “CIC” Computer Jobs

www.cic.net www.computerjobs.com/

Any Technology

Diversity Technology

Committee on Advancement of Women in Chemistry Computer Work

http://coach.uoregon.edu/ www.computerwork.com/

STEM Technology

Sciences Technology

Computer-Using Educators, Inc. (CUE)

http://www.cue.org/

Technology Technology

Concordia College www.ccal.edu Any African American

Conference on College Composition and Communication (CCCC)

http://www.ncte.org/cccc/

Arts & Sciences/C

Composition & Communication

Consortium of Higher Education Lesbian Gay Bisexual Transgender Resource Professionals

http://www.lgbtcampus.org/

Any Diversity

Consortium of Social Science Associations (COSSA)

http://www.cossa.org/

CECH Social Science

Coppin State College www.coppin.edu Any African American

Corporate Diversity Search, Inc. www.corpdiversitysearch.com Any Diversity

Correctional Education Association (CEA)

http://www.ceanational.org/index2.htm/

Any Diversity

Council for Advancement and Support of Education (CASE)

http://www.case.org/

Any Diversity

Council for Opportunity in Education http://www.coenet.us/

Any Diversity

Council of Educational Facility Planners International http://www.cefpi.org/ A&F Facility Operations

Council of Professors and Heads of Computing (CPHC)

http://www.cphc.ac.uk/

Technology Computing

Council of Public Relations Firms http://www.prfirms.org/index.cfm/

Arts & Science

Public Relations

Council on Social Work Education http://www.cswe.org/

COAHS Social Work

Cultural Studies Association (CSA)

http://www.culturalstudiesassociation.org/

Arts & Sciences Cultural Studies

Page | 50

Dayton Hispanic Chamber www.daytonhispanicchamber.org/ Any Diversity

Delaware State University www.desu.edu Any African American

Denmark Technical College (2 yr) www.denmarktech.edu Any Diversity

Developers.net www.developers.net/

Technology Technology

Dice www.dice.com

CEAS Technology

Technology & Engineering

Dillard University www.dillard.edu Any African American

Directors of Health Promotion and Education https://www.netforumondemand.com/ Health Health Promotion &

Directory of Associations

www.marketingsource.com/

A&S Sociology

Directory of Minority PhD, MFA, & MLS Candidates http://www.cic.uiuc.edu Any Diversity

Directory of Soc Assoc www.socioweb.com/

A&S Sociology

Disability Jobs www.disabilityjobs.org/

Any Diversity

Diverse Issues in Higher Education www.diverseeducation.com Any Diversity

Diverse Jobs http://diversejobs.net/

Any Diversity Diversifying Higher Education Faculty in Illinois Diversity Careers in Engineering & Info Technology

www.ibhe.state.il.us/DFI/download www.diversitycareers.com/

CEAS Engineering & Info Technology

Diversity Diversity Inc.

www.diversity.com www.diversityinc.com/

Any Any Diversity

Diversity Life www.diversitylife.com/

Any Diversity

Diversity Link www.diversitylink.com/

Any Diversity

Diversity Web www.diversityweb.org/

Any Diversity

Diversity Working www.diversityworking.com/

Any Diversity

Earth Science Teachers' Association http://www.nestanet.org/ A&S Science

Education Writers Association (EWA)

http://www.ewa.org/site/PageServer/

CECH Writers

Educational Online www.edonline.com Any Diversity

Educational Placement Service www.teacherjobs.com/

Any Diversity

Educational Theatre Association (EdTA)

http://schooltheatre.org/

CCM Theatre

Edward Waters College www.ewc.edu Any African American

Elizabeth City State University www.ecsu.edu Any Diversity

EmplawyerNet www.emplawyernet.com/

Law Law

Employment Guide www.employmentguide.com/

Any Diversity

Engineer Job Search www.engineer500.com/

CEAS Engineering

Page | 51

Engineering Central www.engcen.com/

CEAS Engineering Environmental and Engineering Geophysical Society

www.eegs.org/

CEAS

Environmental & Engineering

Equal Opportunity Publications, Inc. www.eop.com/

Any Diversity

Equity Magazines www.equitymagazines.com/

Any Diversity

European Sociology Association www.valt.helsinki.fi/esa/

Arts & Sciences Sociology

Exceptional Nurse www.exceptionalnurse.com/

Nursing Nursing

Faculty for the Future www.facultyforthefuture.org/

Any Diversity

Fayetteville State University www.uncfsu.edu Any African American Federation of Chinese American and Chinese Canadian Medical Societies

http://www.fcmsdocs.org/

Medicine

Asian

Feminist.com www.feminist.com/

Any Women

Fisk University www.fisk.edu Any African American

Florida A&M University www.famu.edu Any African American

Florida Memorial College www.fmuniv.edu Any African American

Foodservice Systems Management Education Council (FSMEC)

http://www.fsmec.org/home.html/

A&F Foodservice Mgmt

Fort Valley State University www.fvsu.edu

Any African American Forte Foundation Forum on Education Abroad

www.fortefoundation.org www.forumea.org/dialogue-jobs.cfm

Any Any

Diversity Diversity

Fraternity Executives Association

http://fea-inc.org/

Any Diversity

Future Business Leaders of America-Phi Beta Lambda (FBLA-PBL) http://www.fbla-pbl.org/index.asp/

Business

Diversity

Gay and Lesbian Medical Association http://www.glma.org/

Medicine

Diversity

Genetic Society of America www.genetics-gsa.org/

Medicine Genetics

Geographic and Land Information Society http://www.glismo.org/

A&S Geography

Geography Education National Implementation Project (GENIP)

http://genip.tamu.edu/

A&S Geography

Global Studies Association (GSA) http://www.net4dem.org/mayglobal/

A&S Global Studies

Graduate Women in Science http://www.gwis.org/

A&S

Science Women

Grambling State University www.gram.edu Any African American Great Lakes Association of College and University Housing Officers (GLACUHO)

http://www.glacuho.org/

A&F Housing

Greater Cincinnati Chinese Chamber of Commerce www.china-midwest.com/

Any Asian

Greater Cincinnati Library Consortium http://www.libdex.com/ Library Library

Greater Cincinnati World Affairs Council www.cincyworldaffairs.org Any Diversity

Page | 52

Grey Room http://www.mitpressjournals.org/

DAAP Architecture Group for the Advancement of Doctoral Education in Social Work (GADE)

http://www.gadephd.org/

COAHS Social Work

Hampton University www.hamptonu.edu Any African American

Harris-Stowe State College www.hssu.edu Any African American

Health eCareers www.healthecareers.com/

Medicine Medicine

Health Links www.healthlinks.com/

Medicine Medicine

Health Power for Minorities http://www.healthpowerforminorities.com/

Health Diversity

Help Wanted.com www.helpwanted.com/

Any Diversity

Hi Tech Job www.hitechjob.com/

Technical Technology

Hieros Gamos www.hierosgamos.org/

Law Law

Higher Education Jobs www.higheredjobs.com/

Any Diversity

Hinds Community College www.hindscc.edu/

Any African American

Hire disAbility Solutions LLC www.hireds.com/

Any Diversity

Hire Diversity www.hirediversity.com/

Any Diversity

Hire Potential www.hirepotential.com/

Any Diversity

Hispanic Association of Colleges and Universities http://www.hacu.net/hacu/ Any Hispanic

Hispanic Employment Program www.hepm.org Any Hispanic

Hispanic Jobs www.hispanicjobs.org Any Hispanic

Hispanic National Bar Association http://www.hnba.com/

Law Hispanic

Hispanic Outlook in Higher Education www.Hispanicoutlook.com Any Hispanic

Hispanics in Higher Education (HHE) http://hispanicsinhighered.com/ Any Hispanic

Historically Black Colleges & Universities Career http://hbcu.com/ Any African American

H-Net www.h-net.org/

Arts and Sciences Humanities

Hot Jobs www.hotjobs.yahoo.com/

Any Diversity

Howard University www.howard.edu Any African American

Hum-Molgen Bioscience and Medicine http://www.hum-molgen.de/

Medicine Molecular Genetics

Huston-Tillotson College www.htu.edu Any African American

Ice Skating Institute http://www.skateisi.com/site/

Athletics Sports

IEEE Computer Society http://www.computer.org/portal/web/guest/home Technology

Computer Technology

Page | 53

IEEE Women in Engineering http://www.ieee.org/membership_services/membership/women/index.html/

CEAS Engineering Women

IM Diversity www.imdiversity.com/

Any Diversity

Indiana Music Educators Association (IMEA)

http://www.imeamusic.org/

CCM Music

Indian-American Chamber of Commerce, Greater Cincinnati

www.indianchambercincinnati.org/

Any Diversity

Inside Higher Ed http://www.insidehighered.com/

Any Diversity

Insight into Diversity http://www.insightintodiversity.com/index.php Any Diversity

Institute for Diversity in Health Care Management www.diversityconnection.com/

Medicine Health Care

Institute of Electrical & Electronic Engineers www.ieee.org/

CEAS Electrical & Electronic

Institute of Food Technologists

http://www.ift.org

A&F Food Technologists

Interdenominational Theological Center www.itc.edu A&S Religion

Interior Design Educators Council www.idec.org/

DAAP Interior Design

International Association for Management of Technology (IAMOT)

http://www.iamot.org/

Technical Technology

International Association for the History of Religions (IAHR) http://www.iahr.dk/default.html

A&S Religion

International Association of Applied Linguistics (AILA)

http://www.aila.info/

A&S Linguistics

International Association of Applied Psychology (IAAP)

http://www.iaapsy.org/

A&S Psychology International Association of Campus Law Enforcement Administrators (IACLEA)

http://www.iaclea.org

CECH Law Enforcement

International Association of Chiefs of Police - University/College Police Section

http://www.theiacp.org/About/Governance/Sections/UniversityCollegePoliceSection/ CECH

Law Enforcement

International Association of Jazz Educators http://www.apassion4jazz.net/iaje.html/

CCM Jazz Music

International Association of Schools of Social Work (IASSW)

http://www.iassw-aiets.org/

COAHS Social Work International Association of Teachers of English as a Foreign Language (IATEFL)

http://www.iatefl.org/

A&S English

International Behavioral Neuroscience Society http://www.ibnshomepage.org/

Medicine A&S

Neuroscience & Psychology

International Center of Greater Cincinnati www.internationalcincy.org Any Diversity

International Council of Associations for Science Education (ICASE)

http://www.icaseonline.net/index.html

Arts and Sciences Science

International Digital Media and Arts Association (iDMAa) http://www.idmaa.org/

A&S Digital Media & Arts

International Drama/Theatre and Education Association (IDEA)

http://idea-org.net/

CCM Drama/Theatre

International Economic Association (IEA)

http://www.iea-world.com/

Business Economics

International Federation of Library Associations http://www.ifla.org/

Library Diversity

International Federation of University Women (IFUW)

www.ifuw.org/

Any Women

International Fitness Professionals Association http://www.ifpa-fitness.com/

Health Fitness

Page | 54

International Genetic Epidemiology Society http://www.biostat.wustl.edu/~genetics/iges/

Medicine Genetics

International Hearing Society http://ihsinfo.org/IhsV2/Home/Index.cfm/

Medicine Audiology

International Inst of Sociology, The www.iisoc.org/

A&S Sociology

International Interior Design Association www.iida.org/

DAAP Interior Design

International Network of Women Engineers and Scientists http://www.inwes.org/index.asp/

CEAS Women Scientists

International Political Science Association (IPSA)

http://www.ipsa.org/

A&S Political Science

International Reading Association www.reading.org/

A&S Language Arts

International Rural Sociology Association http://www.irsa-world.org

A&S Sociology

International School Psychology Association (ISPA)

http://www.ispaweb.org/

A&S

Psychology

International Society for Technology in Education www.iste.org/

Technology Technology

International Society of Nurses in Genetics www.isong.org/

Medicine Genetics

International Sociology Association www.isa-sociology.org/job.htm/

A&S Sociology

International Studies Association (ISA)

http://www.isanet.org/

International International Studies

International Technology Education Association (ITEA)

http://www.iteaconnect.org/

Technical Technology

International Union of Biochemistry and Molecular Biology (IUBMB)

http://www.iubmb.org/

A&S Biochemistry & Biology

Internet Engineering Center www.interec.net/

CEAS Engineering

IT Careers http://www.computer-world.com/

Technology Technology

J.F. Drake State Technical College www.dstc.cc.al.us/ Any African American

Jackson State University www.jsumo.edu Any African American

Jarvis Christian College www.jarvis.edu Any African American

Job Resource www.thejobresource.com/ Any Diversity

Jobs for PhDs http://jobs.phds.org/

Any Diversity

Jobs for Programmers www.prgjobs.com/

Technology Technology

Jobs in Higher Education www.academic360.com Any Diversity

Jobs in Library and Information Technology http://www.ala.org/ Library Libraries & Info Technology

Jobs In Sports.com www.jobsinsports.com/

Athletics Athletics

Jobs Online www.jobsonline.com Any Diversity

Jobs.net www.jobs.net/

Any Diversity

Johnson C. Smith University www.jcsu.edu Any African American

Page | 55

Journal of Blacks in Higher Education www.jbhe.com Any African American

Journal of Clinical Oncology www.jco.org/

Medicine Cancer

Journal of Pharmaceutical Science www.aphanet.org/

Pharmacy Pharmacy

Journal of the American Pharmacists Association www.aphanet.org/

Pharmacy Pharmacy

Journalism & Women Symposium

http://www.jaws.org/

A&S Journalism Women

Justice Studies Association (JSA)

http://www.justicestudies.org/

CECH Justice Studies

Kentucky State University www.kysu.edu Any African American

Kforce www.kforce.com/ Any Diversity

Knoxville College www.knoxvillecollege.edu Any African American

Lane College www.lanecollege.edu Any African American

Langston University www.langstononline.edu Any African American

Latin American Studies Association (LASA)

http://lasa.international.pitt.edu/eng/index.asp/

Arts & Sciences

Latin American Studies

Latinos in Higher Ed Latinos Dayton - Hispanic community organizations in Dayton, Ohio

www.latinosinhighered.com www.latinodayton.org/community.html/

Any Any

Hispanic Hispanic

Latpro www.latpro.com/

Any Diversity

Law Info Employment Center www.jobs.lawinfo.com/

Law Law

Law Jobs www.lawjobs.com or www.law.com/

Law Law

Lawson State Community College www.lawsonstate.edu Any African American

League of United Latin American Citizens-Cincinnati Chapter(LULAC) www.lulaccincinnati.com Any Hispanic

Lemoyne-Owen College www.loc.edu Any African American

Lewis College of Business www.lewiscollege.edu Business African American

Library and Information Technology Association (LITA)

http://www.ala.org/ala/mgrps/divs/lita/index.cfm Library

Libraries & Info Technology

Lincoln University in Jefferson City, MO www.lincolnu.edu Any Diversity

Lincoln University PA www.lincoln.edu Any African American

Linguistic Society of America (LSA)

http://www.lsadc.org/index.cfm/

A&S Linguistics

Livingstone Coolege www.livingstone.edu Any Diversity

Lucas Group, The www.lucascareers.com/ Any Diversity

Mary Holmes College www.maryholmes.edu Any African American

Mathematical Association of America STEM www.maa.org/

A&S Mathematics

Media, Communication and Cultural Studies Association (MeCCSA)

http://www.meccsa.org.uk/

A&S Media, Communication

Page | 56

Medical Library Association http://www.mlanet.org/

Medicine Library

Meharry Medical College www.mmc.edu Medicine African American

Mellon Minority Undergraduate Fellowship Program www.mmuf.org Any Diversity

Mid-American Greek Council Association (MGCA)

http://www.mgca.org/

Any Diversity

Middle East Studies Association (MESA)

http://www.mesa.arizona.edu/

Arts & Sciences

Middle East Studies

Midwest Association of Colleges and Employers (MWACE)

http://www.mwace.org/

Any Diversity

Midwest Economics Association (MEA)

http://web.grinnell.edu/mea/

Business Economics

Midwest Political Science Association (MPSA)

http://www.mpsanet.org/

Arts & Sciences

Political Science

Midwestern Criminal Justice Association (MCJA)

http://www.mcja.org/

CECH Criminal Justice

Miles College www.miles.edu Any African American

Minority Affairs - American Medical Association www.ama-assn.org/ama/pub/about-ama/our-people/member-gr... Medicine Medicine

Minority Executive Search (and Women) www.minorityexecsearch.com Any Diversity Women

Minority Faculty Applicant Database http://theacademicnetwork.org/mfad.html Any Diversity

Minority MBAs http://www.minoritymbas.com/

Any Diversity

Minority Nurse www.minoritynurse.com/

Nursing Nursing

Minority Post Doc www.minoritypostdoc.org/

Any Diversity

Minority Scholar SREB ListServ http://dspdirectory.sreb.org/Default.aspx Any Diversity

Mississippi Valley State University www.mvsu.edu Any African American

Modern Language Association (MLA)

www.mla.org/

Arts & Sciences

Foreign Language

Monster for Employers www.media.monster.com/id/hiring.html/

Any Diversity

Monster.Com www.monster.com/

Any Diversity

Morehouse College www.morehouse.edu Any African American

Morehouse School of Medicine www.msm.edu/

Medicine African American

Morgan State University www.morgan.edu/

Any African American

Morris Brown College www.morrisbrown.edu/

Any African American

Morris College www.morris.edu/

Any African American

MSN Latino www.latino.msn.com Any HIspanic

Multicultural Advantage, The www.multiculturaladvantage.com/

Any Diversity

Multicultural Women's Council www.multiculturalwomenscouncil.or/home.php Any

Diversity Women

Page | 57

Music for All

http://www.musicforall.org/

CCM Music

Music Jobs www.music-jobs.com/

CCM Music

Music Teachers National Association www.mtna.org/

CCM Music

NAACP http://www.naacp.org/home/index.htm/

Any African American

NACElink Network http://www.nacelink.com/

Any Diversity NAFSA: Assoc of Int'l Educators Recruitment, Admissions & Preparation levinson@american.edu Any Diversity

NASPA Knowledge Communities www.naspa.org Any Diversity

Nat’l Assoc of Collegiate Women Athletic Admin http://www.nacwaa.org/index.php/

Athletics Athletics

Nation Job- Computer Software/Systems http://www.nationjob.com/computers/

Technology Technology

Nation Jobs www.nationjobs.com/

Any Diversity

Nation Jobs- Legal http://www.nationjob.com/legal/

Law Law

National Academic Advising Association (NACADA)

http://www.nacada.ksu.edu/

Any Diversity

National Academy of Engineering http://www.nae.edu/

CEAS Engineering

National Academy of Sciences http://www.nasonline.org/site/PageServer/

Arts & Sciences Sciences

National Academy of Sports Medicine http://www.nasm.org/

Medicine Sports Medicine

National Action Council for Minorities in Engineering http://www.nacme.org/ CEAS Engineering

National Alliance for Musical Theatre (NAMT)

http://namt.org/

CCM Musical Theatre

National Alliance of African American Athletes http://www.naaaa.com/

Athletics African American

National Alliance of Black School Educators www.nabse.org/

Any African American

National Art Education Association http://www.naea-reston.org/

DAAP Art National Asian Pacific Islander American Panhellenic Association (NAPA) http://www.napa-online.org/ Any Diversity

National Asian Women's Health Organization http://www.nawho.org/ Health Diversity

National Assoc for Equal Opportunity in Higher Ed www.nafeo.org/ Any Diversity

National Association for Addiction Professionals http://www.naadac.org/

Health Addiction National Association for Bilingual Education (NABE)

http://www.nabe.org/

A&S CECH

Bilingual Education

National Association of Black Geologists and Geophysicists STEM National Association for Campus Activities (NACA)

www.nabggcareers.blogspot.com http://www.naca.org/Pages/Home.aspx/

Student Affairs

Campus Activities

National Association for College Admissions Counseling (NACAC) http://admin.nacacnet.org/

Enrollment Mgmt

Admissions Counseling

National Association for Developmental Education www.nade.net/

Any Diversity National Association for Ethnics Studies National Association for Environmental Education (NAEE)

www.ethnicstudies.org http://www.naee.org.uk/

Any CEAS

Environmental Education

Page | 58

National Association for Girls and Women in Sport http://www.aahperd.org/nagws/

Athletics Sports Women

National Association for Managers of Students Services in Colleges

http://www.namss.ac.uk/

Student Affairs

Student Services

National Association for Multi-Ethnicity in Communications http://www.namic.com/

A&S Communications

National Association for Music Educators, The www.menc.org/

CCM Music National Association for Sport and Physical Education

http://www.aahperd.org/naspe/

Athletics Sports & Physical

National Association for the Education of Young Children

http://www.naeyc.org/

Any Diversity

National Association of Advisors for the Health Professions (NAAHP)

http://www.naahp.org/

Health Diversity

National Association of African Americans in Human Resources http://www.naaahr.us/ Any African American

National Association of Basketball Coaches http://www.nabc.org/

Athletics Basketball

National Association of Biology Teachers www.nabt.org/

Arts and Sciences Biology

National Association of Black Accountants www.nabainc.jobcontrolcenter.com/

Business Accounting African American

National Association of Black Geologists and Geophysicists http://www.nabgg.com

A&S African American

National Association of Black Journalists http://www.nabj.org/about/index.php/

Arts & Sciences African American

National Association of Black Social Workers http://www.nabsw.org/

COAHS African American

National Association of Black Sports Professionals http://nabsp.com/first.html/

Athletics African American

National Association of College & University Food Services (NACUFS) http://www.nacufs.org/i A&F Food Services

National Association of College and University Attorneys (NACUA)

http://www.nacua.org/

Law Attorneys

National Association of College and University Business Officers (NACUBO) ttp://www.nacubo.org/

Business Business Officers

National Association of College and University Residence Halls (NACURH)

http://www.nacurh.org/

A&F Resident Halls

National Association of Colleges and Employers (NACE) www.naceweb.org/home.aspx Any Diversity

National Association of Collegiate Athletic Directors http://www.nacda.com/

Athletics Directors

National Association of Collegiate Women Athletic Administrators http://www.nacwaa.org/

Athletics Administrators

National Association of Deans and Directors of Schools of Social Work http://www.naddssw.org/

COAHS Social Work

National Association of Educational Procurement (NAEP)

www.naepnet.org/

A&F Educational Procurement

National Association of Geoscience Teachers http://nagt.org/index.html/

Arts and Sciences Geoscience

National Association of Graduate Admissions Professionals (NAGAP)

http://www.nagap.org/home/index.asp/

Enrollment Mgmt

Graduate Admissions

National Association of Health Services Executives https://www.netforumondemand.com/ Health Services Executives

National Association of Hispanic Journalists http://www.nahj.org/

Arts & Sciences HIspanics

National Association of Intercollegiate Athletics www.naia.org/

Athletics Athletics

Page | 59

National Association of Kinesiology & Physical Education in Higher Education (NAKPEHE)

http://www.nakpehe.org/index.html/

Health Kinesiology & Physical

National Association of Latino Fraternal Organizations (NALFO)

http://www.nalfo.org/

Any Hispanic

National Association of Mathematics http://www.math.buffalo.edu/ A&S Mathematics National Association of Multicultural Engineering Program Advocates, Inc.

www.namepa.org/

CEAS Engineering Diversity

National Association of Professional Women (NAPW) www.napw.com Any Women

National Association of Professors of Hebrew (NAPH) http://vanhise.lss.wisc.edu/naph/ A&S Hebrew Studies National Association of Puerto Rican/Hispanic Social Workers National Association of School Psychologists (NASP)

www.naprhsw.org www.nasponline.org/

Any CECH

School Psychologists

National Association of Schools of Theatre (NAST) nast.arts-accredit.org CCM Theatre

National Association of Social Workers http://www.helpstartshere.org/

COAHS Social Work

National Association of Special Education Teachers (NASET) www.naset.org CECH Special Education

National Association of Sports Public Address Announcers http://naspaa.net/

Athletics Sports Announcers

National Association of Student Financial Aid Administrators (NASFAA)

http://www.nasfaa.org/Home.asp/

Student Affairs

Student Financial Aid

National Association of Student Personnel Administrators (NASPA) http://www.naspa.org/

Student Affairs

Student Personnel Adm

National Association of Teachers of Singing (NATS) www.nats.org/ CCM Voice

National Association of Women in Construction http://www.nawic.org/ A&F Construction Women

National Athletic Trainers Association http://www.nata.org/

Athletics Trainers

National Black Data Processing Associates www.bdpa.com Technology Technology

National Black MBA Association www.nbmbaa.org/ Any African American

National Black Nurses Association www.nbna.org/

Nursing African American

National Black Police Association http://www.blackpolice.org/

CECH African American

National Black Women's Network http://www.nbwn.org/

Any African American Women

National Board for Certified Counselors http://www.nbcc.org/

CECH/Student Affairs Counselors

National Business Education Association (NBEA) http://www.nasponline.org/

Any Diversity

National Coalition for Women and Girls in Education (NCWGE)

http://www.ncwge.org/

Any Diversity National Coalition of Underrepresented Racial and Ethnic Advocacy Groups in Engineering and Science http://www.ncourages.org/ CEAS

Engineering & Science

National Collegiate Athletic Association www.ncaa.org/

Athletics Athletics National Consortium for Graduate Degrees for Minorities in Engineering and Science, Inc. (GEM Consortium)

http://www.gemfellowship.org/home/

CEAS Engineering & Science

National Council for Continuing Education and Training (NCCET)

http://www.nccet.org/networking/

Any Diversity

National Council for Geographic Education (NCGE) http://www.ncge.org/ A&S Geographic Education

Page | 60

National Council for History Education (NCHE)

http://www.nche.net/index.html/

A&S History

National Council for the Social Studies http://www.socialstudies.org/

A&S Social Studies

National Council of Teachers of English www.ncte.org/college/

A&S Language Arts

National Council of Teachers of Mathematics www.nctm.org/

A&S Mathematics

National Council on Family Relations http://www.ncfr.org/

Family Relations

National Council on Public History www.ncph.org/

A&S History

National Dance Education Organization (NDEO)

http://www.ndeo.org/

CCM Dance

National Economic Association (NEA)

http://www.neaecon.org/index.htm/

Business Economics

National Field Hockey Coaches Association http://www.nfhca.org/

Athletics Hockey

National Foundation for Teaching Entrepreneurship (NFTE) http://www.nfte.com/splash.asp/

Any Diversity

National Hispanic Medical Association http://www.nhmamd.org/

Medicine Diversity

National Institute for Women in Trades, Technology and Science http://www.iwitts.com/

CECH Trades, Technology &

National League of Nursing

www.nln.org/

Nursing Nursing

National Medical Association www.nmanet.com/

Medicine Medicine

National Multicultural Greek Council, Inc. (NMGC)

http://nationalmgc.org/

Any Diversity

National Organization of Minority Architects www.noma.net/

DAAP Architecture Nat’l Org. Prof. Advancement of Black Chemists & Black Eng. STEM National Orientation Directors Association

www.nobcche.org http://noda.orgsync.com/

Student Affairs

Student Orientation

National Panhellenic Conference (NPC)

http://www.npcwomen.org/

Any Diversity

National Recreation and Park Association http://www.nrpa.org/

A&F Recreation & Parks

National Registry of Diverse & Strategic Faculty * OEOA has password http://www.theregistry.ttu.edu/ Any Diversity National Resource Center for The First-Year Experience and Students in Transition

http://www.sc.edu/fye/

Student Affairs

Student Transition

National Science Foundation www.nsf.gov/sbe/srs/ssed/sart.htm

A&S CEAS

Science & Engineering

National Science Teachers Association www.nsta.org/

A&S Science

National Soccer Coaches of American Association http://www.nscaa.com/

Athletics Soccer

National Society for Hispanic Professionals http://network.nshp.org Any Hispanic

National Society of Black Engineers STEM www.nsbe.org/

CEAS African American Engineering

National Society of Black Physicists STEM http://www.nsbp.org/

A&S African American Physicists

National Society of Genetic Counselors www.nsgc.org/

Medicine Genetics

National Society of Hispanic MBAs www.nshmba.org/ Any Hispanic

Page | 61

National Society of Professional Engineers (NSPE)

http://www.nspe.org/index.html/

CEAS Engineers

National Sports Employment News www.sportsemploymentnews.com/

Athletics Athletics

National Strength and Conditioning Association http://www.nsca-lift.org/

Athletics Athletics

National Technical Association, Inc www.ntaonline.org

DAAP CEAS

Architecture Engineering

National Urban League www.nul.org/

Any Diversity

National Women's Studies Association www.nwsa.org/ A&S Women's Studies

National Women's Studies Association (NWSA) http://www.nwsa.org/ A&S Women's Studies

Native American Jobs Native Web

www.nativeamericanjobs.com www.nativeweb.org/ A&S

Native American

Nat'l Assoc of Collegiate Directors of Athletics http://nacda.collegesports.com/ Athletics Athletics

Nat'l Center for the Adv. Of Blacks in Health Prof www.ama-assn.org/ama/pub/about-ama/ Medicine African American Medicine

Nature www.nature.com/ Medicine A&S

Medicine and Science

Nemnet Minority Recruitment www.nemnet.com/ Any Diversity

Nephrology Physician Site www.nephcareer.com Medicine Nephrology

Net Temps www.net-temps.com/ Any Diversity

Norfolk State University www.nsu.edu Any African American

North American Association for the Study of Religion (NAASR) http://www.naasr.com/ A&S Religion

North Carolina Agricultural & Technical State University www.ncat.edu Any African American

North Carolina Central University www.nccu.edu Any African American

North Central Soc Assoc www.ncsanet.org/ A&S Sociology

North-American Interfraternity Conference (NIC) http://www.nicindy.org/ Any Diversity

Nurse Week www.nurseweek.com/ Nursing Nursing

Nursing Spectrum www.nursingspectrum.com/ Nursing Nursing

Oakwood College www.oakwood.edu Any African American

Office of Minority Health www.omhrc.gov/ Medicine Health Care

Ohio Commission on Hispanic/Latino Affairs www.ochla.ohio.org Any Diversity

Ohio Educational Library Media Association www.oelma.org/ Library Library

Ohio International Consortium Listserv www.uc.edu/international/oic.html Any Diversity

Ohio Library Council www.olc.org/ Library Library

Ohio Museums Association http://www.ohiomuseums.org/ A&S DAAP Museums

Page | 62

Ohio Music Educators Association www.omea-ohio.org/ CCM Music

Ohio Net www.ohionet.org/ Library Library

Optics.org www.optics.org/ CEAS Optics Organization Communication & Information Systems Academy of Management (AOM) ocis.aomonline.org/ Any

Information Technology &

Organization of American Historians

www.oah.org/

A&S History

Organization of Black Designers www.obd.org/

DAAP African American

Paine College www.paine.edu Any African American

Partnership for Philanthropic Planning http://www.pppnet.org/ Business DAAP

Philanthropic Planning

Paul Quinn College www.pqc.edu Any African American

Pharmacist.com www.pharmacist.com/

Pharmacy Pharmacy

Phi Delta Kappa www.pdkintl.org/ Education Teacher Education

Philander Smith College www.philander.edu Any African American

Physician Jobs Plus www.physiciansjobsplus.com/ Medicine Medicine

Physics Web http://physicsworld.com/ A&S Physics

PhysLink.com (Physics & Astronomy Online) http://www.physlink.com/Index.cfm A&S Physics & Astronomy

PostDoc Jobs http://www.post-docs.com/ Any Post Docs

Prairie View A&M University www.pvamu.edu Any African American

Professional Grounds Management Society http://www.pgms.org/

A&F Grounds Mgmt

Psych Temps www.psychtemps.com/

A&S Psychology

Psychology Information Online www.psycholgyinfo.com/

A&S Psychology

Psychwatch.com www.psychwatch.com/

A&S Psychology

Public Relations Society of America (PRSA) http://www.prsa.org/

A&S

Public Relations &Communicatio

Queen City Jobs

www.queencityjobs.com/

Any Diversity

Radiological Society of North America www.careers.rsna.org/ Medicine Radiology

Radiology Magazine www.radiology.rsna.org/

Medicine Radiology

REFORMA http://www.reforma.org/

Library Diversity

Registry of Interpreters for the Deaf http://www.rid.org/

Health Interpreters

Rhetoric Society of America (RSA) http://associationdatabase.com/

Arts & Sciences Communications

Rice University Advance Database http://www.advance.rice.edu/ Diversity Science, Engineering,

Page | 63

Rural Sociological Society (RSS)

http://ruralsociology.org/

A&S Sociological

Rust College www.rustcollege.edu Any African American

Saint Paul's College www.saintpaulnet.com Any African American

Savannah State University www.savannahstate.edu Any African American

Scholarly Hires www.scholarlyhires.com Any Diversity

School Social Work Association of America (SSWAA) http://www.sswaa.org/ COAHS Social Work

Science www.sciencemag.org/

Medicine A&S

Medicine Science

Science Careers www.sciencejobs.com/

A&S Science

Science Magazine Online- Computer Science www.sciencecareers.com/

Technology Technology

Selma University www.selmauniversity.org Any African American

Shaw University www.shawuniversity.edu Any African American

Shelton State Community College (2 yr) www.sheltonstate.edu Any African American

Shorter College www.shorter.edu Any African American

Sigma XI http://www.sigmaxi.org/ Any Diversity

Soc for Ad of Chicanos & Native Americans in Science www.sacnas.org/

Arts & Sciences

Science and Engineering

Social Science History Association (SSHA)

http://www.ssha.org/

CECH Social Science Society for Advancement of Chicanos and Native Americans in Science (SACNAS) STEM

http://www.sacnas.org/

Arts & Sciences Science

Society for American Archaeology (SAA)

http://www.saa.org/

Arts & Sciences Archaeology

Society for Applied Learning Technology (SALT) http://www.salt.org/

Applied Learning

Society for Cinema & Media Studies (SCMS)

http://www.cmstudies.org/

CCM Cinema & Media Studies

Society for College and University Planning http://www.scup.org/page/index/

DAAP Planning

Society for Developmental Biology

http://www.siam.org/

Medicine Developmental Biology

Society for Foodservice Management http://www.sfm-online.org/

A&F Foodservice

Society for Historical Archaeology (SHA)

http://www.sdbonline.org/

Arts & Sciences Archaeology

Society for History Education http://historyofeducation.org/

Arts & Sciences History

Society for Hispanic Professional Engineers STEM Society for Industrial and Applied Mathematics (SIAM)

www.national.shpe.org www.siam.org/

STEM A&S

Engineering Mathematics

Society for Linguistic Anthropology (SLA)

http://linguisticanthropology.org/

Arts & Sciences

Linguistic Anthropology

Society for Nutrition Education http://www.sne.org/

Health Nutrition

Society for Technical Communication http://www.stc.org/

Technical Technical Communication

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Society for the Teaching of Psychology (STP)

http://teachpsych.org/

A&S Psychology

Society of American Registered Architects www.sara-national.org/

DAAP Architecture

Society of Architectural Historians www.sah.org/

DAAP Architecture

Society of Biblical Literature (SBL) http://www.sbl-site.org/

A&S Biblical Literature

Society of Building Science Educators www.sbse.org/

DAAP Architecture

Society of Hispanic Professional Engineers http://oneshpe.shpe.org/ CEAS Engineering

Society of Manufacturing Engineers http://www.sme.org/

CEAS Engineering

Society of Mexican American Engineers & Scientists www.maes-natl.org/

CEAS Engineering Society of Women Engineers STEM

www.societyofwomenengineers.org/

CEAS Engineering Women

Society of Women Geographers http://www.iswg.org/

A&S Geographers

Sociologists for Women in Sociology www.socwomen.org/index.php/

A&S Sociology

Sociology Faculty, University of Colorado socsci.colorado.edu/SOC/

A&S Sociology

South Asian Public Health Association http://www.sapha.org/

Medicine Public Health

South Carolina State University www.scsu.edu Any African American Southern Academy of Women in Physical Activity, Sport, and Health, Inc. (SAWPASH) http://personal.georgiasouthern.edu/ Health Women

Southern University and Agricultural and Mechanical College www.subr.edu Any African American

Southern University, New Orleans www.suno.edu Any African American

Southern University, Shreveport www.susla.edu Any African American

Southwestern Christian College www.swcc.edu Any African American

Special Libraries Association www.sla.org/

Library Library

Spelman College www.spelman.edu Any African American

St. Augustine's College www.st-aug.edu Any African American

State Educational Technology Directors Association (SETDA) http://www.setda.org/

CECH Nursing

Educational Technology

Stillman College www.stillman.edu Any African American

Talladega College www.talladega.edu Any African American

Teachers of English to Speakers of Other Languages, Inc. (TESOL) http://www.tesol.org/ A&S English

Teachers-Teachers www.teachersteachers.com/

Education Teacher Education

Team Work Online www.teamworkonline.com/

Athletics Athletics

Tech Employment www.techemployment.com/

Technical Technical

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Tech-Centric www.tech-centric.net/

Technology Technology

Technology for Music Education (TI:ME)

http://www.ti-me.org/

CCM Technology for Music

Telecommunications Industry Association http://www.tiaonline.org/

A&F Telecommunications

Tennessee State University www.tnstate.edu Any African American

Terra hhttp://terra.com Any Diversity

Texas College www.texascollege.edu Any African American

Texas Southern University www.tsu.edu Any African American

The American Classical League (ACL)

http://www.aclclassics.org/

Arts & Sciences

Classical Languages

The American Philosophical Association (APA) http://www.apaonline.org/

Arts & Sciences Philosophical

The Asian and Pacific Association for Social Work Education (APASWE) http://www.apaswe.info/ COAHS Social Work The Association for Gender Research, Education, Academia & Action (AGREAA)

http://www.agreaa.org/

Arts & Sciences

Gender Research

The Association for Gerontology Education in Social Work (AGESW)

http://www.agesw.org/

COAHS Social Work

The Association for Middle East Women’s Studies (AMEWS)

http://www.amews.org/site/

Arts & Sciences

Middle East Women's

The Association for Student Conduct Administration (ASCA)

http://www.theasca.org/

Student Affairs

Student Conduct

The Association for Theatre in Higher Education (ATHE)

http://www.athe.org/

CCM Theatre

The Association of Art Historians (AAH)

http://www.aah.org.uk/

DAAP Art Historians The Association of Baccalaureate Social Work Program Directors (BPD) http://www.bpdonline.org/ COAHS Social Work

The Association of Higher Education Facilities Officers (APPA)

http://www.appa.org/

A&F Facilities Officers

The Association to Advance Collegiate Schools of Business (AACSB International)

http://www.aacsb.edu/

Business General

The Black Collegian http://www.blackcollegian.com/

Any African American The Campus Safety, Health, and Environmental Management Association (CSHEMA)

http://www.cshema.org/

A&F Safety/Environment

The Chronicle of Philanthropy http://philanthropy.com/

Business/DAAP Philanthropy

The Federation Of Behavioral, Psychological, and Cognitive Sciences (FBPCS)

http://www.fabbs.org/

Behavioral, Psychological &

The Geological Society of America http://www.geosociety.org/

Arts & Sciences Geologic

The Japan America Society of Greater Cincinnati www.jasgc.org/ Any Diversity

The Mathematical Association of America (MAA)

http://www.maa.org/

Arts & Sciences Mathematics

The MBADiversity Organization http://www.mbadiversity.org

Any Diversity

The Minority and Women Doctoral Directory www.mwdd.com/index.asp

Any Women Diversity

The National Academies

http://www.nationalacademies.org/

Any Diversity

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The National Adult Education Professional Development Consortium (NAEPDC)

http://www.naepdc.org/

Any Diversity

The National Association of Academic Advisors for Athletics (N4A)

http://nfoura.org/

Athletics Academic Advisors

The National Association of Deans and Directors of Schools of Social Work (NADD)

http://www.naddssw.org/

COAHS Social Work

The National Association of Music Education (MENC)

http://www.menc.org/

CCM Music Education

The National Black Graduate Student Association, Inc. (NBGSA) http://www.goshatechnologies.com/ Any Diversity

The National Council for Research on Women (NCRW)

http://www.ncrw.org/

Research Research Women

The National Employment Minority Network www.nemnet.com/

Any Minority

The PhD Project http://www.phdproject.org/ Any Diversity

The Society for College Science Teachers (SCST) http://www.scst.org/ A&S Science

The Society for the Study of Social Problems (SSSP) http://www.sssp1.org/

A&S

Social Problems

The Women's College Coalition

http://www.womenscolleges.org/

Any Women

The Worldwide Organization for Women's Studies (WOWS) http://www.ww05.org/ A&S Women's Studies

Tougaloo College www.tougaloo.edu Any African American

Trenholm State Technical College (2yr) www.trenholmtech.cc.al.us Any African American Tribal College Journal of American Indian Higher Education Tribal Employment Newsletter, The

www.tribalcollegejournal.org www.nativejobs.com/

Any Native American

True Careers www.truecareers.com/

Any Diversity

Tuskegee University www.tuskegee.edu Any African American

Two Year College Association, The www.ncte.org/tyca/

Clermont English

United States Distance Learning Association http://www.usdla.org/

Any Diversity

United States Student Association (USSA)

http://www.usstudents.org/

Any Diversity

University Continuing Education Association (UCEA)

http://www.ucea.edu/

Any Diversity

University Film & Video Association (UFVA)

http://www.ufva.org/

CCM Film/Video

University Job Bank www.ujobbank.com Any Diversity

University of Arkansas at Pine Bluff www.uapb.edu Any Diversity

University of Maryland, Eastern Shore www.umes.edu Any Diversity

University of North Alabama www.una.edu/ A&S Sociology

University of Tennessee College of Veterinary Medicine www.vet.utk.edu/sitemap/

Research Veterinary

University of Texas at El Paso www.utep.edu Any Diversity

University of the District of Columbia www.udc.edu Any African American

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University of the Virgin Islands www.uvi.edu Any African American

Univision www.univision.com Any Diversity

USA Track and Field http://www.usatf.org/

Athletics Track & Field

Veteran Recruitment www.jobbankinfo.org/ Veterans General

Veteran Recruitment www.jobcenter.usa.gov/ Veterans General

Veteran Recruitment www.ohiovetscan.com Veterans General

Veterans Enterprise http://www.veteransenterprise.com/ Veterans General

Virginia State University www.vsu.edu Any African American

Virginia Union University www.vuu.edu Any African American

Voorhees College www.voorhees.edu Any African American

West Virginia State College www.wvstateu.edu Any African American

Western Association of Women Historians (WAWH) http://www.wawh.org/ Arts & Sciences Historians

Wilberforce University www.wilberforce.edu Any African American

Wiley College www.wileyc.edu Any African American

Winston-Salem State University www.wssu.edu Any African American

Witt/Kieffer www.wittkieffer.com/

Any Diversity

Women Administrators in Higher Education (WAHE)

http://www.waheweb.info/

Any Women

Women Executive Search (and Minority) www.minorityexecsearch.com Any Women

Women in Astronomy Database http://www.aas.org/ A&S Astronomy Women

Women in Engineering Proactive Network http://www.wepan.org/

CEAS Engineering Women

Women in Higher Education www.wihe.com/

Any Diversity Women

Women in Sports Careers http://www.wiscfoundation.org/ Athletics Sports Women

Women in Sports Careers Foundation www.wiscfoundation.org/

Athletics Athletics Women

Women in Technology International www.witi.com/

Technology Technology Women

Women’s Studies Resource Centre (WSRE)

http://www.wsrc.org.au/

A&S Women's Studies

Women's Basketball Coaches Association http://www.wbca.org/

Athletics Basketball Women

Women's Caucus for Political Science (WCPS) http://www.apsanet.org/ A&S Political Sci Women

Women's Sports Foundation http://www.womenssportsfoundation.org/

Athletics Sports Women

Women's Sports Jobs www.womenssportsjobs.com/

Athletics Sports Women

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Work In Sports.com www.workinsports.com/

Athletics Sports

World Council of Anthropological Associations (WCAA)

http://www.wcaanet.org/

Arts &

Anthropology

World History Association www.thewha.org/

Arts &

History

Writer's Write Inc. www.writerswrite.com/ www.writejobs.com

Arts & Sciences Language Arts

Xavier University of Louisiana www.xula.edu Any African American

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APPENDIX VI Information on the City of Cincinnati, neighborhoods, and schools visit: http://www.cincinnatiusa.com/ http://www.cincinnatichamber.com/hype.aspx Harnessing Young Professional Energy – HYPE up Cincinnati – Cincinnati USA Regional Chamber

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APPENDIX VII– Definitions of Ethnicity and Race ETHNICITY AND RACE ARE DEFINED AS: Ethnicity: Hispanic/Latino Origin – A person of Cuban, Mexican, Puerto Rican, South or Central American or other Spanish culture or origin, regardless of race) Race: American Indian or Alaska Native (Not Hispanic or Latino) - A person

having origins in any of the original peoples of North and South America (including Central America) and who maintains tribal affiliation or community attachment Asian (Not Hispanic or Latino) – A person having origins in any of the cultural peoples of the Far East, Southeast Asia, or the Indian Subcontinent, including, for example, Cambodia, China, India, Japan, Korea, Malaysia, Pakistan, Philippine Islands, Thailand and Vietnam Black or African American (Not Hispanic or Latino) – A person having origins in any of the black racial groups of Africa Caucasian (Not Hispanic or Latino) – A person having origins in any of the original peoples of Europe, the Middle East or North Africa Native Hawaiian or Other Pacific Islander (Not Hispanic or Latino) – A person having origins in any of the original peoples of Hawaii, Guam, Samoa or other Pacific Islands Two or More Races (Not Hispanic or Latino) – All persons who identify with more than one of the above five races