Job descriptions are important and set the framework for the search process.  

• Aim for consensus on specific specialties or requirements.

• The position description must be clearly defined using no discriminatory language.

• The position should be defined in the widest possible terms consistent with the department needs.  Some position descriptions may exclude female candidates by focusing too narrowly on subfields in which few women candidates exist. 

• Take steps to identify the national “pools” of qualified candidates for the field as a whole and for subfields in which you are considering hiring pools are sometimes different from overall pools.

 

National Science Foundation Survey of Earned Doctorates is published yearly and is a good resource for determining how big the pool of women will be in various fields.

www.nsf.gov/statistics/srvydoctorates

Some professional organizations might also have these pools.

 

A specific position description will:

1) focus the unit/department on exactly what is desired in a candidate and to articulate those expectations;

2) provide guidelines by which candidates will be evaluated and assist the committee at the interview stage, listing criteria on which interview questions are based; and,

3) encourage self-selection by permitting applicants to screen themselves from consideration if they do not possess the required qualifications for the position.