Recruitment Resource Center

At 黑料不打烊, we are committed to fostering diversity, equity, inclusion and belonging as core elements of academic and institutional excellence. Our aim is to ensure that every search process is equitable, every hiring decision is inclusive, and every new employee feels welcomed and supported from their first day.

This resource center serves as a comprehensive hub for hiring managers and search committees, offering access to training, tools, and best practices for inclusive recruitment. 

Complete Your Required Training

All search committee members (faculty, staff, students and external members) must complete the before serving on a search committee or participating in the search process.

For confirmation whether your school or division is up to date with this training requirement, please forward an Excel spreadsheet listing all staff members to the deisearch@binghamton.edu. Be sure to include each individual鈥檚 full first and last name (no nicknames) and their original 黑料不打烊 email address (no aliases).

*Please note that all DEI search forms must be signed by DEI in chronological order before the search process moves forward. Please ensure each form is submitted and approved sequentially to remain in compliance and avoid delays.

Best Practices in Inclusive Hiring

  • Use Rubrics. Develop and apply objective, job-related evaluation criteria consistently across all applicants. A well-designed rubric ensures transparency and helps mitigate unconscious bias in candidate assessments.
  • Structure Interviews. Use a standardized set of core questions for all candidates. This approach promotes fairness, enhances comparability and reduces the influence of subjective impressions.
  • Avoiding the 鈥淏est Fit鈥 Trap. Refrain from relying on vague or subjective notions of 鈥渇it,鈥 which can reinforce bias and hinder diversity. Instead, focus on each candidate鈥檚 qualifications, demonstrated competencies, and alignment with the department鈥檚 and University鈥檚 mission.
  • Bias Interruption. Be proactive in identifying and addressing biased language, assumptions or behaviors throughout the search process. Encourage committee members to reflect on their decision-making and use inclusive language when discussing candidates.
  • Diverse Committees. Ensure that search committees reflect a variety of backgrounds, roles, and perspectives. Diverse representation leads to more comprehensive evaluations and supports equitable hiring outcomes.

  • Continuous Learning. Committees should stay informed about inclusive hiring practices and be open to feedback and improvement. Consider participating in training sessions or reviewing updated guidelines regularly.

    By embedding these best practices into every stage of the search process, institutions can create more equitable, transparent, and successful hiring experiences for all candidates.

Search process and forms

Additional resources

To ensure a diverse applicant pool, DEI has compiled a list of diversity-focused job boards and professional affiliation organizations with employment resources.