This page outlines the School of Education’s recruitment advertising strategy and outreach tools for hiring managers to use.
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Advertising and Diversifying Candidate Pools
Once the job has been posted on Jobs At UW-Madison, it is automatically posted on the following sites:
- Integrated Websites (LinkedIn, Indeed, Chronicle of Higher Ed, etc.) is a list of external job boards where all open positions on Jobs At UW-Madison are advertised.
- Diversity Connect is a list of diverse job boards where all open positions are advertised. Includes national publications, as well as regional and local networks that serve diverse audiences.
Job postings must meet the Required Minimum Posting Periods as designated by the Office of Human Resources.
Build a Sourcing Plan
HR and hiring leaders should work together to build a sourcing plan.
The key to effective sourcing of a diverse candidate pool is creativity and critical thinking.
- Brainstorm with your hiring leaders to consider what others are NOT doing that might be effective to try
- For example, WizardSourcer has a great list of useful Boolean strings. Utilize this resource to improve your Boolean searching to hone in on a more representative candidate pool.
- Consider which companies/institutions are leaders in the field that might have strong talent to source.
- Reach out to universities with learners in the field you are recruiting. Their Career services departments may be able to share your job posting with their students, faculty and staff.
- Review association conferences and/or professional organizations. Some may have job boards to post.
- Consider what sourcing strategies worked well for your previous searches. Consult with your HR colleagues for advice on hard-to-fill searches.
- Advertise your position where you can reach potential candidates from historically marginalized communities. Identify professional groups, social media channels, and job boards that support these communities.
General Advertising and Sourcing Strategies
Use the table below to identify job boards and networking strategies.
|
Method |
Description |
Directions |
Cost |
|
|
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| Networks and Professional Organizations | · Department faculty and staff may be registered members of professional organizations and can post on the organization’s job board at a discounted price. These professional organizations have diverse memberships and further expand networking.
· Networks may include: o professional organizations o community partners o residency/fellowship connections o friends o prior colleagues o prior candidates · Worth noting that when we work in a predominantly homogenous environment, utilizing our own networks will most likely perpetuate the homogeneity. |
Professional organization members may receive a discount to post the position.
In addition, the hiring manager and/or HRBP can send an invitation to apply to prospective candidates. |
Varies | |
| Email Lists | · Utilize listservs, professional organization email lists, other institutional faculty lists, etc. to generate email list of addresses for potential candidates.
· Run a report in Oracle Business Intelligence Enterprise Edition (OBIEE) with all the titles, use the Google Groups to create an email list: https://kb.wisc.edu/googleapps/page.php?id=98121 · Job Email Announcement – Email Template |
The hiring manager and/or HRBP can send out emails to the listservs | Varies | |
| JobElephant | JobElephant offers free consultative services to determine an advertising strategy for your hard-to-fill positions. They use a proprietary system for making campaign recommendations, with a focus on diversity advertising. You are billed directly and pay for the cost of each advertisement based on the options you approve from the proposed campaign. Each advertising package comes with consultation, analytics on ad performance, online access to your account via their portal, and proofs of ads for your recruitment file. If you prefer your ads to display your division logo, please let your consultant know when requesting a new campaign. Otherwise, all campaigns will feature the main UW logo. Turnaround time with JobElephant is quick, and campaign proposals are often sent the same day or within 24 hours of initial contact.
Once your account portal is set up, you can: · Request a new campaign, stop a campaign, request copy changes · Securely pay invoices by credit card · Check the current status of ads Resource page: https://jobelephant.com/university-of-wisconsin-madison/ To request a JobElephant account, please contact Stefan Anderson: stefan@jobelephant.com or sales@jobelephant.com. |
Hiring departments are responsible for posting and advertising costs | Varies | |
| External Job Boards | ||||
| Department Website | · Post on the department website career page. This increases the visibility of the website while also promoting open positions. | The hiring manager or department admin post position on the department career website | Free | |
| Department Social Media | · Post your position on department social platforms (Facebook, Twitter, Instagram) and ask faculty/staff to share your posts! | The hiring manager or department admin post position on social platforms | Free | |
| Job Boards by position title | · Job boards associated with UW Job Groups (Administration, Research, etc) | Hiring departments are responsible for posting and advertising costs
|
Varies | |
| Human Resources Managed External Job Boards | ||||
| Handshake | · Job board specifically for students (high school, undergrad, or technical schools). Post-UW-Madison job description on Handshake to reach student populations (graduates, colleges, universities, technical schools). | Hiring dept can ask HR/Recruiter to post role to Handshake | Free | |
| · All UW positions posted on UW Jobs will automatically be posted on the School of Education LinkedIn page.
· Ask Faculty/staff to share the job on their personal LinkedIn pages. · Human Resources can use their “recruiter seat” on LinkedIn to help source prospective candidates. |
HR can use their recruiter seat to search for candidates and send messages using the InMail feature on LinkedIn. | Free | ||
Faculty and Leadership Sourcing Strategies
Before the job is posted
- Intake meeting with hiring leader
- Utilize intake form to guide discussion.
- Discuss advertising/sourcing plans with the leader, as well as PVL language, competencies, search committee next steps. Define the potential candidate audience.
Expectations after posting on TREMS
- Post on the department website
- Create Messaging-
- When creating messaging to share with candidates, remember that many of the candidates receive multiple messages each day.
- Determine what is unique about the opportunity that may pique the candidate’s interest. This may require personalizing messages before sending to candidates. Try to connect and individualize communication for that candidate. Mitigate and ensure bias is not playing into which candidates receive personalized communication.
- LinkedIn
- Share jobs on LinkedIn and ask faculty/leaders to share posts.
- Connect with faculty/dept collaborators to build networks. May also want to review who is following faculty and connect with them.
- Work with the Marketing department to promote jobs.
- Create and utilize a LinkedIn Recruiter account to post jobs and search for candidates- send them InMail messages.
- LinkedIn Recruiter may be especially helpful to contact nominated candidates whose email addresses you cannot find.
- Twitter/X
- Share jobs on Twitter/X and ask faculty/leaders to share posts.
- Connect with faculty/dept collaborators to build networks. May also want to review who is following faculty and connect with them. Work with the Marketing department to promote jobs
- Specialty/sub-specialty Association and Diversity Association sites
- Work with section faculty/search committee to determine which sites to post jobs (cast a wide net!).
- Identify identity-based networks and associations to post.
- Are there member directories that can be accessed for candidate outreach? Ask faculty if they can help facilitate gaining access to these directories.
- Prior Candidates
- Are there any previous candidates to notify about this new position?
- Are there candidates who declined our offer that could help network the position on our behalf? Relay to them that you valued their candidacy. Ensure to mitigate for bias when considering which candidates are being contacted as sourcing options.
Take it to the Next Level
- Search committee nominations and referrals
- Encourage search committees to help search for candidates by utilizing their networks.
- Provide search committee and/or faculty with specific communication they can share with their networks.
- Outside of the committee, ask the hiring leader and faculty in that section/dept to share the opportunity with their network associations they are part of, with learners they engage, etc. to help with direct outreach.
- Conduct collaborating partner interviews- Identify faculty/staff who have interest in the recruitment of the role you are recruiting, and ask what they need to be looking for, what strengths we can offer here at UW, as well as anything we may need to address. That group may be able to provide nominations- ask them!
- Conferences/Career Fairs
- Determine if there are conferences or career fairs to exhibit (virtual or in-person)
- If not attending a conference, can still advertise at that conference.
- Share flyers with faculty who are attending the event to encourage networking. The department could host a reception to network. Share names of candidates the department would like to see apply, so faculty are prepared with whom to make connections.
- Find out who is presenting/facilitating the conferences and who may have a poster presentation to see if they are a candidate to target. If you have faculty attending those events, they may be able to meet those potential candidates.