Abstract
In Academic Surgery, maintaining diverse teams of faculty is a critical component to achieving clinical, research, and educational missions. Recruitment shapes major aspects of the academic culture and success of a department relies heavily upon successful hiring processes, however there are many challenges in achieving diverse and equitable recruitment. The first challenge is that bias pervades daily life. Next, developing an adequately diverse applicant pool requires broad reach and network expansion. Third, evaluation of candidates must aim to be objective, standardized, and fair. Finally, diverse candidates are often disadvantaged in negotiation. In this chapter, we discuss these challenges and suggest ways to mitigate bias, present best practices for reaching diverse applicants, identify schema for interview and selection processes, and highlight fair hiring processes.
This is a preview of subscription content, log in via an institution to check access.
Access this chapter
Tax calculation will be finalised at checkout
Purchases are for personal use only
References
Marsh JD, Chod R. Recruiting faculty leaders at U.S. Medical Schools: a process without improvement? Acad Med. 2017;92(11):1564–8.
Sherertz E. Case in point: an analysis of recruitment caosts pays off. Acad Phys Sci. 2001;1:5.
Grigsby RK, Hefner DS, Souba WW, Kirch DG. The future-oriented department chair.
The mix that matters: innovation through diversity. 2017. https://www.bcg.com/en-us/publications/2017/people-organization-leadership-talent-innovation-through-diversity-mix-that-matters.aspx. Accessed 25 Feb 2020.
Blumenthal DM, Bergmark RW, Raol N, Bohnen JD, Eloy JA, Gray ST. Sex differences in faculty rank among academic surgeons in the United States in 2014. Ann Surg. 2018;268(2):193–200.
Shipman SA, Jones KC, Erikson CE, Sandberg SF. Exploring the workforce implications of a decade of medical school expansion: variations in medical school growth and changes in student characteristics and career plans. Acad Med. 2013;88(12):1904–12.
Lautenberger DM, Dander VM, Raezer CL, Sloan RA. The State of Women in Academic Medicine: the pipeline and pathways to leadership. Association of American Medical Colleges; 2014.
Female Chairs of Departments of Surgery. Association of Women Surgeons. https://www.womensurgeons.org/page/FemaleSurgeryChairs. Accessed 25 Feb 2020
Tulshyan R. How to reduce personal Bias when hiring. Harv Bus Rev. 2019.
Staats CCK, Tenney L, Mamo S. State of the science: implicit bias review: the Ohio State University. Columbus: Kirwan Institute for the Study of Race and Ethnicity; 2017.
Bertrand MMS. Are Emily and Greg more employable than Lakisha and Jamal? A field experiment on labor market discrimination. Natl Bureau Econ Res Work Paper Ser. 2003;9873:1–40.
Handbook of best practices for faculty searches. University of Washington, The Office for Faculty Advancement; 2016.
Handbook for faculty searches and hiring. University of Michigan Office of the Provost; 2016.
Fernández-Aráoz C, Groysberg B, Nohria N. The definitive guide to recruiting in good times and bad. Harv Bus Rev. 2009;87:74–84.
Dossett LA, Mulholland MW, Newman EA. Building high-performing teams in academic surgery: the opportunities and challenges of inclusive recruitment strategies. Acad Med. 2019;94:1142–5.
Author information
Authors and Affiliations
Corresponding author
Editor information
Editors and Affiliations
Rights and permissions
Copyright information
© 2021 Springer Nature Switzerland AG
About this chapter
Cite this chapter
De Roo, A.C., Newman, E.A. (2021). Best Practices in Recruitment. In: Telem, D.A., Martin, C.A. (eds) Diversity, Equity and Inclusion. Success in Academic Surgery. Springer, Cham. https://doi.org/10.1007/978-3-030-55655-6_1
Download citation
DOI: https://doi.org/10.1007/978-3-030-55655-6_1
Published:
Publisher Name: Springer, Cham
Print ISBN: 978-3-030-55654-9
Online ISBN: 978-3-030-55655-6
eBook Packages: MedicineMedicine (R0)