Chapter 5: Evaluating/Screening the Applicants
IEC10152010
DIVERSITY LEADERSHIP REQUIREMENTS FOR EXECUTIVE, ADMINISTRATIVE, FACULTY, AND
PROFESSIONAL STAFF POSITIONS 1 :
Each member of the University community contributes to the development and maintenance of a healthy academic and working environment in which diversity is valued. Executive, administrative, faculty and professional staff positions have a unique responsibility for promoting a fair and equitable environment.
As a requisite job qualification, a statement must be included in the job description and position announcement that candidates be able to demonstrate job-related experience with and/or commitment to diversity in the work/academic environment. Samples of language that may be used to satisfy the diversity leadership requirement are posted online at http://www.missouristate.edu/equity/81265.htm
.
Including the diversity leadership requirement in the position description and announcement informs candidates of the University's commitment to diversity and encourages them to be forthcoming about such experience during interviews. In addition to soliciting prospective candidates, the language serves to communicate the University's mission to the general public.
Review of Cover Letter and Resume/CV:
1. Review the cover letter and resume/CV of each applicant, looking for evidence that the applicant meets the diversity requirement;
2. Assess the applican t’s experience with diversity regardless of the ethnic/racial background of the applicant;
3. Develop behavior-based questions to determine if applicant meets the diversity experience/commitment requirement for use during the interview;
4. Develop reference check questions aimed at gathering information about the applican t’s demonstrated commitment and/or experience promoting a diverse workforce/academic environment;
5. Evaluate whether or not there is sufficient information at this point to assess whether the applicant meets the diversity experience/commitment requirement.
If the search committee is unable to determine if an applicant possesses the requisite commitment and or experience promoting a diverse workforce the search committee may elect to conduct a telephone screening call to confirm whether the applicant meets the requisite qualifications.
Interview Approval Process 2 :
Interviews cannot be conducted (including telephone, in-person interviews at professional conferences, videoconference, or on-campus) until reviewed and approved by the Department Approver, Executive
Approver, and the Office for Institutional Equity and Compliance.
1 See Section 3.3 in Missouri State University Search Guidelines
2 See Section 7.1 in Missouri State University Search Guidelines

Pre-Screening Calls
_________________________________________________________________________________________
Name of Applicant Phone Number
1. Identify yourself, your institution, state your reason for calling and the position for which the applicant is applying.
2.
3.
Briefly describe the requisite qualifications of the position the applicant is seeking.
Ask applicant to provide specific examples to demonstrate commitment and/or experience promoting a diverse workforce/academic environment (sample questions are provided below)
4. Thank applicant for time spent clarifying qualifications, end conversation.
_________________________________________________________________________________________
Date Screening call conducted by (name)
Sample questions for telephone, in-person interviews at professional conferences, videoconference, or on-campus interviews.
1. Describe the ways you have promoted a diverse workforce in your current of previous position(s)
2. What has been your proudest achievement in your quest to promote a diverse and inclusive workplace?
3. How have you influenced those you supervise and/or work with on the benefits of diversity?
4. What has been the greatest obstacle in attaining diversity in your previous work experiences?
5. How has your current and/or previous employer benefited from diversity?
6. What do you see as the most challenging aspects of an increasingly diverse academic community?
7. What initiatives have you taken in your previous capacities to meet such challenges?
8. What is your sense of the complexities and leadership challenges related to these issues?
9. How would you work with people under your supervision to foster the creation of climates receptive to diversity in the workforce, in the curriculum, in faculty/staff meetings?
IEC10152010