ABSTRACT
This chapter helps to assist in the evaluation of systems, structures, and processes that create a winning diversity talent strategy through recruitment, hiring, and search committee development. Recruitment and hiring in higher education are highly decentralized. Hiring recommendations typically take place within departments, with review by an additional tier of academic or administrative management such as deans or division heads. Decision-making processes actually occur during each phase of the search, from the screening of applicants to recommending a short list for campus interviews to the final selection. The impact of homophily can be seen in all phases of the recruitment and hiring process. The effectiveness of interviews as valid selection procedures is dependent on the individuals conducting them and can be affected by initial impressions based on subjective factors such as attractiveness and personal liking as well as stereotypical perceptions and bias.
