FACULTY RECRUITMENT GUIDE - UF College of Journalism and ...
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FACULTY RECRUITMENT GUIDE Guide to successful faculty recruitment: How to prepare for the process, roles and responsibilities, and job ad structure COLLEGE OF JOURNALISM AND COMMUNICATIONS OFFICE OF HUMAN RESOURCES This document belongs to CJC Human Resources Last Revised: 9/9/2021
OUR THE PLAN:
MISSION
To ensure CJC is strengthening its mission and goals
The University of Florida through its faculty recruitment and hiring policies,
practices, and initiatives, this CJC Faculty Recruitment
College of Journalism and
Guide has been established. This plan is designed to
Communications (CJC) is ensure all CJC chairs and faculty are equipped with
committed to a diverse the training, tools and resources to ensure the
and inclusive recruitment and hiring of faculty is timely, inclusive
environment, preeminent and aligns with UF policy, regulation and Collective
scholarship, cross- Bargaining Agreements.
disciplinary education,
As the University of Florida continues to demonstrate
superior skills that it values diverse perspectives and research
development, and experiences, attracting and retaining top talent from
collaboration spanning underrepresented groups remains a priority. It is
the science and practice paramount that selection and hiring processes
include strategies and best practices that connect
of communication to
with, market to, and recruit diverse talent.
produce significant
societal impact on a local, Although selection and/or hiring decisions cannot be
state, and global scale. based on a protected class, this tool has been
developed to walk you through best practices found
at every stage of the recruitment, selection, and
hiring process and to provide you with strategies and
resources that support inclusive hiring.
In conjunction with the Chair, CJC-HR and
OUR GOAL IS TO Business Office, the Dean and/or designee
ESTABLISH CJC AS A will approve both the classification and
LEADER IN THE compensation for all faculty positions. All
RECRUITMENT, faculty searches must be approved by the
Provost/Vice President, Dean or Department
RETENTION, AND Chair of a particular college or unit.
PLACEMENT OF
MULTICULTURAL
FACULTY, STAFF AND Thank you,
STUDENTS. Dean Hub Brown & CJC Human ResourcesEQUITY ADVISOR
Equity Advisor:
To continue engaging in inclusive hiring practices, an Equity Advisor will be added to assist each
search committee. The role of the Equity Advisor is to assist the Dean in the selection process
of the search committee and its chair.
Coordinate with CJC-HR to ensure the search ad is posted in multiple venues that attract a
diverse pool of applicants.
Provide advice as needed to the chair/Dean and to the search committee to ensure that
contributions to diversity are being considered and that proactive search practices are used
for recruiting and selecting new faculty.
Review list of interview questions to ensure there is no inherit bias.
Discuss research on selection bias with the search committee.
Review the diversity of the availability pool and the applicant pool. If the diversity of the
applicant pool does not reasonably reflect the diversity of the availability pool, suggest
proactive measures to enhance the diversity of the applicant pool.
Review the short list of candidates selected for interviews. If this group is not diverse, review
the files of other applicants (particularly those under serious consideration) to determine if
candidates of equivalent quality have been overlooked.
CJC Equity Advisors: Equity Advisor Trainings:
Keisha Reynolds – Human Resources Managing Hidden Biases that Affect
Julia Seay – Human Resources the Hiring Process – UF_GET250_ILT
Harrison Hove – Journalism Interviewing and Hiring –
Joanna Hernandez – Journalism, IDEA co-chair UF_SCS040_ILT
Ryan Vasquez – Innovation News Center, IDEA Faculty Search Tutorial – PVO800
co-chair
Huan Chen – Advertising UF Equity Advisor Resource:
Juliana Fernandes – Advertising http://training.hr.ufl.edu/instructionguid
James Babanikos – Associate Dean, es/faculty_search/fac_equityadvisor.pdf
Undergraduate Affairs
Roxane Coche – Media Production,
Management, and Technology
Jasmine McNealy – Media Production,
Management, and Technology
Carla Fragomeni – Professional Advising and
Teaching Hub
Daressa Howard Hope – Graduate Division
Erika Henderson – Advancement/WUFT
Angela Bradbery - Public Relations
Merline Durant - Division of Media PropertiesPREPARING FOR THE PROCESS Providing The Details: The Dean and CJC Human Resources will collaborate in consultation with the Department Chair to determine the follow position details: Title: Department: Division: Position #: Funding Source: Recruitment Salary Range: Relocation Availability (Y/N): Work Location: Search Committee Chair: Search Chair Assistant (if applicable): Equity Advisor (CJC HR will assign): Additional Information:
ROLES & RESPONSIBILITIES Dean/Executive Associate Dean: Obtain approval to fill position from the Provost Establish classification and compensation for position Establish recruitment budget Give charge and expectations to the search committee Approve job ad once developed by the search committee Ensure a diverse and inclusive pool of candidates that is reflective of the industry and student populations Provide ongoing guidance to the search committee Review and approve recommended candidates prior to scheduled interviews Review final list of up to three recommended candidates unranked but with strengths and weakness for each Work with search committee to make such appointments as appropriate under established standards, qualifications and criteria (UFF 12 – 12.1) After receiving the recommendation(s) of the faculty search committee, input from the department faculty, and the chair’s recommendation(s), the Dean will appoint the candidate they deem most qualified. The Dean may appoint a candidate that is not recommended by the faculty only after obtaining the Provost’s approval. The Provost or Provost’s Office designee shall explain the decision to the faculty in a meeting. (UFF 12.2 - f2) Conduct reference checks: https://hr.ufl.edu/manager-resources/recruitment- staffing/hiring-center/preparing-an-offer/conducting-a-useful-reference-check/ Negotiate and finalize job offer with successful candidate. Notify interviewed candidates that they were not selected as the finalist
ROLES & RESPONSIBILITIES CJC Human Resources: Collaborate with the Dean to develop a Faculty Recruitment Plan Assist search committee with job advertisement creation Ensure Equity Advisor is assigned to the search Ensure search chair, search committee members and Equity Advisor have completed required training Give sub-charge to search committee Ensure position is posted at highly diverse and strategic sites Coordinate with Communication Department on marketing the position Determine if position requires sourcing via UFHR Talent Acquisition Ensure review of candidates are equitable and inclusive Ensure recruitment timelines are achieved Consult with Dean regarding final candidates Notify candidates that did not make the first round of the interview process that they are not moving forward - email Coordinate secret ballot administration with department chair Review offer and appointment letter for accuracy Once offer letter is executed, prepare for onboarding Notify communications department to close all advertisements Ensure all hiring documents are collected for recordkeeping Collect letters of recommendations CJC Communication Department: Work with CJC-HR on promotional strategy for each position Create social media posts for each individual positions and positions in aggregate Create promotional ads, if needed Add position to Employment Opportunities page on CJC website
ROLES & RESPONSIBILITIES
Department Chair:
When anticipating vacancies, each college and/or unit should have an established plan for
educating and equipping individuals who serve on selection committees or interview panels
prior to the start of the process.
Consult with the Dean on faculty classification and compensation prior to recruitment
Identify search committee members – This should be a diverse representation of our
students, faculty and staff.
Search committees composed of faculty members from the appropriate department(s) shall
be established by the department chair for all tenure-track faculty appointments and other
faculty appointments as may be appropriate or as specified in the department’s bylaws.
(UFF 12.2 c)
No less than 3/4 of committee shall be departmental faculty
In collaboration with search chair, make presentation to all department faculty and facilitate
secret ballot to register recommendations (UFF 12.2 d). The vote should follow the following
three categories:
Acceptable
Not acceptable
Abstain
Collaborate with CJC-HR on onboarding process to include assigning new faculty member a
mentor and CJC Buddy.ROLES & RESPONSIBILITIES
Search Chair:
Complete all required training
Ensure all search committee members have completed the required training
Coordinate charge meeting with the Dean/designee and CJC-HR team member
Collaborate with search committee members and HR to create job advertisement and job
posting sites aligned with the Dean’s criteria
Obtain final job ad approval from the Dean and CJC-HR
Ensure search committee establishes screening criteria prior to screening candidates
Review applicant pools:
https://training.hr.ufl.edu/instructionguides/careersatuf/faculty/evaluating_applicants.pdf
Schedule timely meetings with search committee to ensure recruitment timelines are
achieved
Faculty search committee meetings fall under Florida’s Open Meetings and Open Record
Laws. This means that search committee meetings must be posted within a reasonable
period before gathering. As a best practice, we recommend three to seven days when
possible. The notice can occur in one of two places; the college or unit’s website and/or the
Recruitment and Staffing’s Search Committee Public Meeting Notices section.
For the latter, please send your request to talent@hr.ufl.edu with the following
information:
Position Title, Department, Location, Date, Time, Contact Information
Prior to scheduling interviews (Zoom or in-person), email the Dean and CJC-HR for approval.
The final interview lists should include three recommended candidates unranked identifying
both strengths and weakness for each.
In conjunction with department chair, make presentation to all department faculty and
facilitate secret ballot to register recommendations (UFF 12.2 d)
Ensure that all applicants have a positive experience at all stages of the search process
Check in with the Dean, HR and Department Chair to provide search updates
Provide each candidate interviewed in the bargaining unit with the URL address for the
UFBOT-UFF Agreement (UFF 12.2 b)
Ensure voting is: Acceptable, Not Acceptable, Abstain
Provide results to the Dean
Provide final candidate recommendation to the Dean (unranked with strengths and
weaknesses)
Once search has concluded, forward all recruitment and selection records to cjc-
hr@jou.ufl.edu.
How to Review Applicants in Interfolio:
https://training.hr.ufl.edu/instructionguides/careersatuf/faculty/evaluating_applicants.pdfROLES & RESPONSIBILITIES Search Committee Members: Complete required training Participate as an active participant on the search committee Provide additional avenues for recruitment Remain flexible in schedule to ensure recruitment process is timely Provide expertise and knowledge Many resources for Faculty Search Committees may be found in the Human Resources Toolkits: https://learn-and-grow.hr.ufl.edu/toolkits-resource-center/human-resources- toolkits/faculty-search-committee/ During the planning process, the main goal of the search committee and its chair is to develop a recruitment plan that includes the following: The job description used to advertise the position The basic qualifications all applicants must possess to be considered for the position The advertising plan for the position The criteria used to determine which applicants will be selected for interviews During the search, identify specific data/information that could assist in assessing the size, depth, and range of candidates in the pool. At the time of outreach and applicant pool review, it is essential to complete the following: Actively reach out to a broad pool of applicants. Consider whether the demographics of the pool broadly reflect the national availability Keep track of recruitment efforts taken during the outreach period Determine whether applicants who submitted an application meet the minimum requirements stated in the advertisement for the position. Notate reasons for individuals who did not meet the basic qualifications Assess if the recruitment period needs to be extended Fully evaluate all applicants for the position using objective criteria and established evaluation mechanisms. Notate reasons for applicants who do not move forward for further consideration as a committee Select first round candidates How to Review Applicants in Interfolio: https://training.hr.ufl.edu/instructionguides/careersatuf/faculty/evaluating_applicants.pdf
ROLES & RESPONSIBILITIES
OVERVIEW
Dean/Exec. Assoc. Dean: CJC Human Resources: CJC Communication Dept:
Provost approval Assist with recruitment Promote strategic
Position details plan execution
Budget Assist with job ad creation Create/manage social
Charge/expectations Assign equity advisor media job ads
Approve job ad Ensure training Create promotional ads
Ensure diversity completion Upload position to CJC
Provide guidance Sub-charge for committee website
Approve recommended Ensure job ad appears on
candidates diverse sites
Review finalists Ensure equitable/inclusive
Appoint candidate review of candidates
Reference checks Ensure timeline is met
Negotiate Provide consult to Dean
Issue final job offer Review job offer
Notify interviewed Notify candidates not
candidates that were not being interviewed
selected as the finalist Prepare onboarding
Collect hiring documents
Department Chair: Search Chair: Search Committee
Ensure faculty Complete trainings Members:
preparedness for search Coordinate meetings Complete trainings
Consult with Dean on Create job ad draft Participate actively
position details Create screening criteria Provide expertise
Select search committee Comply with Open Record Assist chair in creating job
members Laws ad and criteria
Present candidates to all Submit records to CJC HR Evaluate candidates using
department faculty Obtain approvals from established criteria
Facilitate secret vote Dean/CJC HR at each step Assist in selecting first
Collaborate with CJC HR Present candidate to all round candidates
regarding onboarding department faculty
Ensure all applicants have
a positive experience
Provide updates
Facilitate secret vote
Provide final
recommendationsTRAINING INFORMATION
Search Committee Training
Faculty Search Tutorial:
Class Code: PVO800 (Required)
Link to Register: https://mytraining-ufshands.sumtotal.host/Core/pillarRedirect?
relyingParty=LM&url=core%2Factivitydetails%2FViewActivityDetails%3FActivityId%3D276
77%26UserMode%3D0
Managing Hidden Biases that Affect the Hiring Process:
Class Code: UF_GET250_ILT
Link to Register: https://mytraining-ufshands.sumtotal.host/Core/pillarRedirect?
relyingParty=LM&url=core%2Factivitydetails%2FViewActivityDetails%3FActivityId%3D372
38%26UserMode%3D0
Interviewing and Hiring:
Class Code: UF_SCS040_ILT
Link to Register: https://mytraining-ufshands.sumtotal.host/Core/pillarRedirect?
relyingParty=LM&url=core%2Factivitydetails%2FViewActivityDetails%3FActivityId%3D100
3%26UserMode%3D0
Additional Training Resources:
LinkedIn Learning is free for UF Employees
Access here and use the link on the right hand side: https://elearning.ufl.edu/
Here are some examples of trainings:
Uncovering Unconscious Bias in Recruiting and Interviewing
Diversity Recruiting
Remote Recruiting
Inclusive Hiring
Hiring Red Flags
Interviewing TechniquesSTRUCTURE OF JOB AD
1. Opening Statement/Summary
Something that will grab a potential candidates attention
"Bring Your Innovation to a Winning Team"
Provide a summary that is more than just basic information about the posting
This is where you want to sell the job to the candidate to convince them to apply
2. The Opportunity
Information about the position
Do not copy and paste the job description
Give highlights and opportunities of the position
3. About College/Unit
Time to brag - what makes CJC awesome?
Current ranking
Awards
Scope of program
4. Our Commitment to Diversity, Equity and Inclusion
Select a statement: https://www.jou.ufl.edu/wp-content/uploads/2021/08/CREATING-
INCLUSIVE-JOB-DESCRIPTIONS-AND-ANNOUNCEMENTS-081721.pdf
Make sure you select a statement that is genuine and authentic to your area
5. About UF and the City of Gainesville
Use links to videos like "Explore Gainesville in 60 Seconds" to sell our location
https://www.youtube.com/watch?
app=desktop&v=e_7nUKAFanM&skip_registered_account_check=true
6. Examples of What a Successful Candidate Looks Like:
This helps the candidate see themselves in the position
However, make sure the examples are broad enough that you don't box out an amazing
candidate that has diverse or non-traditional experiences
7. Qualifications
Be clear about which qualifications are required and which are preferred
8. Applicant Instructions
A statement on a commitment to diversity in teaching and mentoring
Dive deep with your selection committee to determine what materials you need from
the candidate to identify the most qualified individual
Make sure the instructions are clear and easy to understandSAMPLE JOB AD College of Journalism and Communications Consortium on Trust in Media and Technology Assistant Professor/Associate Professor, Tenure-Track Artificial Intelligence Position number #XXXXX Bring Your Innovation to a Winning Team! The University of Florida, ranked No. 6 best public university, has launched an initiative to become the world’s top university in the study and teaching of artificial intelligence. The centerpiece of this initiative is the acquisition of the most powerful supercomputer in U.S. higher education, which will be made available to all UF faculty. The UF College of Journalism and Communications has a strong foundation of AI work, particularly around identification and elimination of misinformation, trust in AI, equitable AI, human-machine communication. The Opportunity The College of Journalism and Communications at the University of Florida invites applications for a nine-month tenure-track/tenured position focused on the role of artificial intelligence in strategic communication, particularly as regards multicultural audience insights, ethics and bias, and targeted message design. This faculty member will contribute to CJC’s strengths in strategic communication – science, storytelling and social good – by focusing on the role of AI in conducting audience insight research at a larger scale, gaining more precise insights and a better understanding of group identities. This position may be hired at either the assistant or associate levels, dependent on qualifications. The appointment is to begin January 1, 2022. This faculty members will work in partnership with UF’s Consortium on Trust in Media and Technology, which is based at CJC. The Consortium is distinctive in its response to the global trust crisis, connecting scholars and thought leaders across disciplines to conduct research and develop applications supporting media and technology that is credible and equitable. Its interdisciplinary approach provides opportunities to work with colleagues at CJC, UF and the field more broadly, helping to build an unparalleled ecosystem of scholars and practitioners. The Consortium’s work is part of UF’s commitment to artificial intelligence as the centerpiece of a major, long-term initiative combining world-class research infrastructure, cutting-edge research, and a transformational approach to curriculum. To learn more about the Consortium on Trust in Media and Technology, please click on the link: https://trust.jou.ufl.edu.
SAMPLE JOB AD The College of Journalism and Communications (www.jou.ufl.edu) has 74 full-time faculty members teaching in four departments: Advertising, Journalism, Public Relations, and Media Production, Management, and Technology (MMT). A recognized national leader in the field, the College is accredited by the Accrediting Council on Education in Journalism and Mass Communications (ACEJMC). The College also houses a full- service communications agency, led by professionals and staffed by students. The University of Florida is a member of the Association of American Universities and is categorized in the Carnegie Commission's top tier of research universities. UF’s more than 52,000 students come from all 50 states and more than 100 countries. Our Commitment to Diversity, Equity, and Inclusion The College of Journalism and Communication is committed to a diverse and inclusive environment, preeminent scholarship, cross-disciplinary education, superior skills development, and collaboration spanning the science and practice of communication to produce significant societal impact on a local, state, and global scale. To learn more about CJC IDE efforts, please click on the link: https://www.jou.ufl.edu/diversity-and-inclusion/diversity- about/. We welcome nominations of and applications from anyone who would bring additional dimensions to the university’s research, teaching and clinical mission, including women, members of underrepresented groups, protected veterans and individuals with disabilities. The City of Gainesville Gainesville (http://cityofgainesville.org) is home to Florida's largest and oldest university, and so is one of the state's centers of education, medicine, cultural events and athletics. Additionally, the city owns a regional transit system, a regional airport, and a 72-par championship golf course. Known for its preservation of historic buildings and the beauty of its natural surroundings, Gainesville's numerous parks, museums and lakes provide entertainment to thousands of visitors. Because of its beautiful landscape and urban "forest," Gainesville is one of the most attractive cities in Florida. Explore Gainesville in 60 Seconds: https://www.youtube.com/watch? app=desktop&v=e_7nUKAFanM&skip_registered_account_check=true Gainesville is also central location to many of Florida's most popular activities: 1-2 hours - Beaches on both coast lines 1.5 hours - St. Augustine 1.5 hours - Jacksonville: Jacksonville Zoo and Gardens 2 hours - Orlando, FL: Walt Disney World, Universal, Islands of Adventure 2 hours - Valdosta, GA: Wild Adventures 2 hours - Tampa, FL: Busch Gardens, Tampa Bay Buccaneers
SAMPLE JOB AD Responsibilities and examples of work for a successful candidate include, but are not limited to: Conducting research in AI as it relates to creating strategic messaging tailored to an individual or group for beneficial outcomes. Examples could include the role of massive datasets in understanding and predicting activities, behaviors and conversations; AI’s capability for supporting culturally tailored messaging that build message trust; the use of AI in voice-assisted and automated social media technology to deliver culturally relevant information. Exploring AI beyond proficiency in using artificial intelligence tools to include examinations of topics such as the ethical use of AI in strategic messaging; ways AI can help mitigate polarization on contentious social issues; the ways AI influences public dialogue, equity and inclusion; how AI affects the collection and dissemination of trusted information. Emphasizing practical applications of research. Collaborating with faculty both within the College of Journalism and Communications and in partnership with academic units across UF. Testing applications through the College of Journalism and Communications’ media properties and tracking outcomes. Teaching and mentoring undergraduate and graduate students. Engaging in governance and other service activities. Contributing to online education, diversity, and the internationalization of the college and university. Qualifications and Requirements: Must possess an earned Ph.D. in communication, journalism, media or related field and a record of original scholarly research commensurate with appointment at the assistant/associate professor level. Preference will be given to applicants demonstrated expertise in one or a combination of the following areas: machine learning and natural language processing and their application to journalism and communication; media literacy and AI; ethics; multicultural communication in an AI context. Preference will be given to applicants with professional experience in strategic communication and/or advertising. Other qualifications include evidence of excellence in teaching, a significant publication record, potential to secure grant funding, and productivity and effectiveness in contributing to a collegial environment.
SAMPLE JOB AD
Nomination and Application Instructions
Applications must be submitted online via (Interfolio link). Applications must include an
electronic copy of the following:
A letter of interest
Complete curriculum vitae
Teaching evaluation data, where available, or evidence of teaching effectiveness
A statement on a commitment to diversity in teaching and mentoring
Names, addresses, e-mail addresses, and telephone numbers of at least three references
The Search Committee may request additional materials at a later time
Selected candidate will be required to provide an official transcript to the hiring department
upon hire. A transcript will not be considered "official" if a designation of "Issued to Student" is
visible. Degrees earning from an education institution outside of the United States are required
to be evaluated by a professional credentialing service provider approved by National
Association of Credential Evaluation Services (NACES). If an accommodation due to a disability
is needed to apply for this position, please call (352) 392-4621 or the Florida Relay System at
(800) 955-8771 (TDD). Hiring is contingent upon eligibility to work in the US.
The University of Florida is an Equal Opportunity Employer. The University is committed to non-
discrimination with respect to race, creed, color, religion, age, disability, sex, sexual orientation,
gender identify and expression, marital status, national origin, political opinions or affiliations,
genetic information and veteran status in also aspects of employment including recruitment,
hiring, promotion, transfers, discipline, terminations, wage and salary administration, benefits
and training.
The “government in the sunshine” laws of Florida require that all documents relating to the
search process, including letters of application/nomination and reference, be available for
public inspection.CANDIDATE EVALUATION TOOLS
The interview process should be structured and designed in a way that allows for checks and
balances. It is first required that you develop selection criteria before reviewing your
applications/resumes.
Evaluation Criteria:
Create objective selection criteria that can be used to determine the best qualified
candidate from all applicants who have met the minimum qualifications
Create identifiers for favorable candidates to be considered for interview
Criteria should go beyond minimum qualifications, for example:
Quantity, quality and relevance of education
Experience, knowledge and other job-related skills
Qualifications that may be unique to the job and department
Cultural competence should be considered as a criterion for all recruitment efforts and
supported by questions that assist with inclusive hiring
Faculty Rubric Template: https://www.jou.ufl.edu/wp-content/uploads/2021/08/Faculty-
Sample-Rubric-082621.pdf
Interview Questions:
Behavioral based interview guide:
With this style of questioning, candidates are asked how they handled past situations,
giving you a sense of how they will think/perform in the future
http://training.hr.ufl.edu/resources/LeadershipToolkit/job_aids/behavioral_interview.pdf
SBO Model:
Stands for Situation, Behavior and Outcome
Below is an example of a good behavioral interview question that uses the SBO model:
Sometimes policy and procedure changes are made that require a shift in your practice.
Share with us a time when you might have faced such changes. (S)
How did you respond? (B)
And what was the outcome? (O)
The interview experience:
Best practices regarding where and how interviews should be conducted
https://hr.ufl.edu/manager-resources/recruitment-staffing/hiring-center/selecting-
candidates/the-interviewing-experience/#academicRECRUITMENT NETWORKS AAAA: https://www.aaaa.org/ Careers at UF: https://jobs.ufl.edu/ AEJMC: http://www.aejmc.org/ College of Journalism & Communications: Air Media: https://airmedia.org/jobs/ http://www.jou.ufl.edu/ Alliance for Women in Media: ColorComm: Women of Color in https://allwomeninmedia.org/ Communications: www.colorcommsearch.com American Academy of Advertising: Corporation of Public Broadcasting: https://www.aaasite.org/ http://www.cpb.org/jobline/ American Conference of Academic Deans: Current.org/American University School of https://acad.org/ Comm: http://jobs.current.org/ American Meteorological Society: Florida Association of Broadcasters: www.ametsoc.org http://www.fab.org/ American Women in Radio & TV: GreaterPublic.org: https://greaterpublic.org/ http://media411.tvjobs.com/ Higher Education: Asian American Journalists Association: https://www.insidehighered.com/ http://www.aaja.org/ UF College of Education: Association for Continuing Higher Education https://education.ufl.edu/higher-education/ Inc: https://www.acheinc.org/ Hispanic Public Relations Association: Association for Educational Communications https://hprausa.org/ and Technology: https://www.aect.org/ IEEE Jobs: https://jobs.ieee.org/ Association for Fundraising Professionals: Indeed.com: www.indeed.com https://afpglobal.org/ Insight Into Diversity: Association for National Advertising: https://diversity.gmu.edu/insights-diversity-0 https://www.ana.net/ International Communication Association: Association for Women in Communication: https://www.icahdq.org/ https://www.womcom.org/ International Public Relations Research Association of Deans & Directors of Conference: https://www.iprrc.org/ University Colleges & Undergraduates Latinx in AI: https://www.latinxinai.org/ Studies: https://www.adandd.org/ Monster: http://www.monster.com Black in AI: https://blackinai.github.io/#/ National Hispanic Media Coalition - members Broadcast Career Link: only: https://www.nhmc.org/ https://www.broadcastcareerlink.com/ National Association of Hispanic Journalists: Broadcast Education Association: https://www.nhmc.org/ https://www.beaweb.org/wp/ National Association of Black Journalist: Broadcasting & Cable: NABJ Career Center: www.nabjcareers.org https://www.nexttv.com/broadcasting-cable
RECRUITMENT NETWORKS National Association of Broadcasters: Public Media Jobs: publicmediajobs.com http://www.nab.org/ Radio & Television Business Report: National Association of Hispanic Journalists: www.rtdna.org http://www.nahj.org/ Radio Ink: radioink.com National Association of Black Journalists: Radio Television Digital News Association: http://www.nabj.org/ www.rtdna.org National Black Public Relations Society: Radio Business Report/TV Business Report: careers.nbprs.org http://rbr.com National Communication Association: RTDNA: https://www.rtdna.org/ https://www.natcom.org/ Social Media Package (Linkedin Groups, National Educational Telecommunications Facebook, Twitter): CJC Marketing and Association: http://www.netaonline.org Communications Department National Federation of Community Society for Technical Communication: Broadcasters: nfcb.org https://www.stc.org/ National Hispanic Media Coalition: Society of Professional Journalist: http://www.nhmc.org/ https://www.spj.org/jobs.asp National Lesbian & Gay Journalists The Chronicle of Higher Education: Association: http://www.nlgja.org/ https://www.chronicle.com/ National Weather Association: nwas.org TV and Radio Jobs: National/Nonprofits.org: http://www.tvandradiojobs.com nationalnonprofits.org Women In Higher Education: Native American Journalists Association: https://www.wihe.com/ http://www.naja.com/ Workplace Diversity Network Combo: NPR: http://www.npr.org workplacediversitynetwork.com Philanthropy Women: philanthropywomen.org World Journalism Education Public Broadcasting Management Council/Conference: https://wjec.net/ Association: http://www.pbma.org ZipRecruiter: www.ziprecruiter.com Public Media Business Association: iHire.com: https://www.ihirepublishing.com/ www.pmbaonline.org Public Relations Society of America (PRSA): www.prsa.org
ADDITIONAL RESOURCES
UF Interview Guide:
https://hr.ufl.edu/wp-content/uploads/2018/04/hiringdeptinterviewguide.pdf
UF Behavioral Based Interview Guide:
http://training.hr.ufl.edu/resources/LeadershipToolkit/job_aids/behavioral_interview.pdf
Reference checks:
https://hr.ufl.edu/manager-resources/recruitment-staffing/hiring-center/preparing-an-
offer/conducting-a-useful-reference-check/
UF Hiring Policies:
https://hr.ufl.edu/manager-resources/recruitment-staffing/hiring-center/advertising-the-
job/uf-hiring-policies/
Review Faculty Search Process Overview:
https://learn-and-grow.hr.ufl.edu/toolkits-resource-center/human-resources-
toolkits/faculty-search-committee/
UFF Collective Bargaining Agreement on new Appointments:
https://hr.ufl.edu/wp-content/uploads/2018/04/article12.pdf
The Interview Experience:
https://hr.ufl.edu/manager-resources/recruitment-staffing/hiring-center/selecting-
candidates/the-interviewing-experience/
Faculty Rubric Template: https://www.jou.ufl.edu/wp-content/uploads/2021/08/Faculty-
Sample-Rubric-082621.pdf
Reviewing Applicants in Interfolio:
https://training.hr.ufl.edu/instructionguides/careersatuf/faculty/evaluating_applicants.pdf
Equal Opportunity and Affirmative Action:
https://hr.ufl.edu/manager-resources/recruitment-staffing/institutional-equity-diversity/
Link to UFF Bargaining Agreement:
https://hr.ufl.edu/manager-resources/employee-relations/union-contracts/united-faculty-
of-florida-contract/
To gain additional insight on inclusive hiring practices or identifying, attracting, and engaging
talent, connect with UF’s Strategic Talent Group:
Website: https://hr.ufl.edu/manager-resources/recruitment-staffing/talent-search/
Email: Talent@hr.ufl.edu
College of Journalism and Communications Human Resources Office
Website: www.jou.ufl.edu/cjc-human-resources/
Email: cjc-hr@jou.ufl.eduYou can also read
