Why / Research Rationale
|The campus visit is your opportunity to sell your department & URI to the candidate. Thus, enthusiastically communicate that:
Focus on the candidate’s ability to perform the essential functions of the job.
Introduce all candidates to all departmental faculty, preferably in a variety of venues (i.e. job-talk, lunch, informal Q&A, etc.).
Create opportunities for the candidate to meet with departmental and external faculty or community members (such as ADVANCE , theMulticultural Center, the Women’s Center, the Affirmative Action office, etc.)
Avoid leaving underrepresented candidates with faculty who may be hostile to them
Be consistent and schedule equal interview & event times for all faculty.
Refrain from asking inappropriate or illegal interview questions.
|You focusing on a candidate’s demographic characteristics rather than their scholarly work can prevent them from seeing URI in a favorable light.
To judge a book by its contents not its cover:
Regardless of gender, workers from younger generations are becoming increasingly more dual-centric (i.e. weighing family & work equally) or family-centric. Dual-centric employees tend to advance farther in their careers than others, so there may be benefits to having more than one focus in life (Bond, Thompson, Galinsky, & Prottas, 2003).