Advertising Information

When a position vacancy arises, the Search Committee and/or hiring department must determine the means necessary to inform potential candidates of the vacancy and make a good faith effort to recruit a broad applicant pool including members of protected classes. Increasing the breadth and depth of the candidate pool increases the probability that the committee will find outstanding candidates. A broad advertising approach is also more likely to yield the most diverse pool of qualified applicants, including women and minority persons. The appropriate scope of advertising depends upon the position type and affirmative action goals for job groups where the underutilization of women and minorities is evident.

With Office/Service Positions, the primary responsibility for advertising a vacancy is placed with the Affirmative Action/Equal Opportunity Office. Hiring departments are expected to assist in the promotion of the position vacancy, however for Administrative, Faculty and Managerial/Professional professional positions, the Search Committee must make a good faith effort to increase both the size and diversity of the applicant pool. Although specific requirements for advertising both types of positions are set forth in the Hiring Guidelines, search committees and hiring departments may want to consider additional options, such as the following, to ensure a good faith effort is made.

• Request each member of the department/division to assist in searching for candidates from the protected class groups.
• Solicit assistance from professional colleagues at other institutions to identify and recruit candidates from protected class groups.
• Attend professional meetings which may establish contacts with potential candidates for University positions.
• Recruit on a year-round basis.
• Send position announcements to appropriate departments and faculty at other institutions. (Mailing labels available from AA/EO office).
• Advertise positions in appropriate professional journals, newsletters, and registries, especially those that will attract candidates from protected class groups.
• Utilize e-mail and professional electronic bulletin boards to distribute information about the department and the position vacancy.

Although professional and informal networking remain the primary means of creating awareness about open positions, formal advertising is necessary to expand the search. Advertising procedures depend on the type of position and the scale of the search:

Regular Office/Service Position Searches are the shared responsibility of the Affirmative Action/Equal Opportunity Office and the hiring department. Human Resources will prepare and place advertisements, and make information regarding vacancies available to potential candidates. At the hiring department's request, the position is advertised externally to recruit applicants with the required education, skills, or training necessary to perform the job. The hiring department is charged for all advertising costs.

Regular Administrative, Faculty and Managerial/Professional Position Searches are directed by the AA/EO office. The AA/EO office will provide copy for advertisements and position announcements. Guided by the minimum advertising requirements set forth in the Recruitment and Hiring Guidelines for the position, the Search Committee must decide where the advertisements will be placed and how long the advertisements will run. The hiring department is responsible for all advertising costs.

Regardless of the type of position vacancy, the search committee and/or hiring department must consider both the cost involved in placing the advertisements and the need to make a good faith effort to attract an appropriately sizable and diverse candidate pool.

The cost for an advertisement varies with frequency of publication, circulation, and the actual size of the advertisement. Advertisement space is sold either by the column inch, the line, or the fraction of the page.

Boxed classified advertisements are common in both magazines and newspapers. Display ads are large blocks of text, and may often include logos, graphics and a variety of type sizes. In magazines and journals, display ads are often priced according to the fraction of the page.

Advertisements may also be sold by the column inch. For example, at the price of $132/column inch, a business card-sized display ad in the Chronicle of Higher Education would cover two columns and run two inches deep. The cost for the ad would be approximately $528.

Classified advertisements are common in newspapers, and may provide a cheaper method of advertising in some magazines and professional journals. Classified ads may be sold by the word, the line of copy, or by the column inch, depending on the publication. Due to differences in column width and print size and type, the cost of advertising space may vary considerably. A publication's classified department or representative will provide estimated costs for advertising if requested.

The following pages include circulation and frequency of publication when available, and those publications that serve sizable minority or affected class populations are indicated by an asterisk (*). Rates and mechanical specifications information are available at the publication website (if available online) or by calling the publication.

Publications are daily unless otherwise noted, and deadlines may be obtained by contacting the publication.

† Publication Only + Website Only ‡ Publication and Website

† Publication Only + Website Only ‡ Publication and Website

† Publication Only + Website Only ‡ Publication and Website