UNIVERSITY OF CINCINNATI

RECRUITMENT
AND
SEARCH GUIDE
Accelerating Transformation Through Recruitment

The Office of Equal Opportunity and Access

Suite 340 University Hall
51 Goodman Drive
Cincinnati, Ohio 45221-0039
Phone: (513) 556-5503
http://www.uc.edu/hr/equal_opportunity
TABLE OF CONTENTS Revised 9/2014

INTRODUCTION 3
UNIVERSITY POLICY ON NON-DISCRIMINATION 3
I. STARTING THE SEARCH 4
Authorization to Hire 4
Roles and Responsibilities 4
Dean/Department Head/Vice President 4
The Equal Opportunity Coordinator 4
Office of Equal Opportunity and Access 5
Recruitments Conducted by a Search Committee 5
Search Committee Chair Responsibilities 6
Search Committee Members Responsibilities 6
Searches Conducted by a Department Chair or Search Firm 6
Establishing a Time Line 6
Confidentiality 7
II. CANDIDATE SOURCING 7
Recruitment Plan 7
Good Faith Efforts 8
The Position Description 9
Position Announcement 10
Advertisement 11
Employment Eligibility/Permanent Resident Petitions 12
Preparing the Online Requisition Form 13
III. SCREENING PROCESS 14
Unconscious Bias 14
Reviewing Applications 14
Reasonable Accommodations 15
IV. INTERVIEWING CANDIDATES 15-20
Interviewing Guidelines 17-18
Telephone Interviews, On-Campus Interviews 19-20
Reference Checks 21
Background Checks 21
V. MAKING THE OFFER 22
VI. DOCUMENT THE SEARCH 22
The Applicant List Sent to Hiring Manager 22
APPENDIX I – EXECUTIVE, ADMINISTRIVE AND FACULTY TITLES 23
II – RECRUITMENT PLAN APPROVAL FORM 24-25
III – GOOD RECRUITMENT, INTERVIEWING/HIRING PRACTICES 26-29
IV – GOOD INTERVIEW QUESTIONS 30-32
– GOOD INTERVIEW QUESTIONS FOR FACULTY 33
– GOOD INTERVIEW QUESTIONS FOR MANAGERS/LEADERS 34-37
– INTERVIEW QUESTIONS TO AVOID 38
V – WEB BASED RECRUITMENT RESOURCES 39-68
VI – INFORMATION ON THE CITY OF CINCINNATI, 69
NEIGHBORHOODS AND SCHOOLS
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 VII – DEFINITION OF ETHNICITY AND RACE 70
INTRODUCTION

The University of Cincinnati is an Affirmative Action/Equal Opportunity Employer. There are laws
that ban discrimination and require federal contractors and subcontractors to take affirmative
action (positive action or behavior) to ensure that all individuals have an equal opportunity for
employment, without regard to race, color, religion, sex, national origin, disability or status as a
Vietnam era or special disabled veteran.

The President has charged the Office of Equal Opportunity and Access (OEOA) to strengthen its role
in the recruitment of academic, administrative and executive positions and to make greater
progress on goals established in the UC Affirmative Action Plan for Women, African Americans and
People of Color and to ensure that the University is practicing equal opportunity.

The Office of Equal Opportunity and Access (OEOA) has developed this guide to assist departments
and faculty and staff search committees with the search process. The OEOA has oversight of the
recruitment and selection process at the University. The goal of the OEOA is to assist management
to ensure that recruitments and appointments are filled based on merit and qualifications in
compliance with the following UC policy on nondiscrimination and affirmative action.

UNIVERSITY POLICY ON NON-DISCRIMINATION & AFFIRMATIVE ACTION

The University of Cincinnati is committed to excellence and diversity in our students, faculty, staff,
and all of our activities. A fundamental component to achieving diversity is ensuring equal
opportunity for all through affirmative action and by providing an inclusive environment free from
invidious discrimination in all of its forms. Invidious is discrimination on the basis of race, color,
religion, national origin, ancestry, disability, medical condition, marital status, sex, age, sexual
orientation, veteran status, or gender identity and expression.

Affirmative Action is the good faith effort to achieve full utilization of women and minority groups
at all levels in all areas of the university. Invidious discrimination shall not be tolerated. Where past
or present discrimination continues to have an adverse impact upon protected class members such
as minority groups, women, disabled, covered veterans, or disabled veterans, the university will
take affirmative action in carrying out its policy of non-discrimination and equal opportunity for all.

Allegations of invidious discrimination should be made to the Office of Equal Opportunity and
Access (OEOA). The OEOA shall investigate and resolve complaints.

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I. STARTING THE SEARCH

AUTHORIZATION TO HIRE

• Searches for faculty positions are initiated by the department chair or dean and are
approved by the Provost/Senior Vice President for Academic Affairs (the Provost).

• The department requisition is then reviewed and approved by the Budget Office for funding.

• Non-teaching staff searches are initiated by the vice president/department director to

whom the position will report.

• A requisition is completed by the department head and forwarded to the vice president and
then to the Budget Office for approval.

After the position requisition has been approved and a recruitment number assigned in
People Admin a search may begin.

ROLES AND RESPONSIBILITIES

Dean/Department Head/Vice President are responsible for achieving the goals

established as part of the University’s Affirmative Action Plan.

• Appoints an Equal Opportunity Coordinator (EOC) for the unit who has the authority to
act on behalf of the Dean/VP
• Charges the search committee on the recruitment process
• Reviews the search process to ensure conformity with university policies and practices

The Equal Opportunity Coordinator (EOC) works with the Office of Equal Opportunity
and Access (OEOA) to achieve the unit’s affirmative action goals.

• Notifies the OEOA of open positions in the unit

• Attends first meeting of the search committee and subsequent meetings as necessary
• Assists the search committee in developing the recruitment plan for the position:
-Position description -Advertisements and outreach efforts
-Selection criteria used to evaluate candidates
• Ensures that the recruitment process attracts a diverse qualified pool of applicants and
that candidates are selected based on the UC Non-Discrimination and Affirmative Action
Plan policy.
• Continuously monitors the search process and the composition of the
applicant/candidate pools

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 Office of Equal Opportunity and Access assists units to achieve affirmative action
goals. Assists search committees with the search process and assures compliance
with federal requirements and University policies.

• Provides guidance at the first meeting and subsequent meetings as necessary

• Assists the committee with referrals, contacts, ad postings, solicitations as needed
• Monitors and assists with:
-The composition of applicant and candidate pools
-Position descriptions, advertisements and outreach efforts
-Implementation of recruitment plans
-Selection criteria used to evaluate applicants and candidates

• With the Dean or Vice President:

-Reviews and confirms the composition of the applicant pool
-Reviews and confirms the short list of candidates screened for campus interviews

• -Reviews the final recommendation and selection before the offer is made

RECRUITMENTS CONDUCTED BY A SEARCH COMMITTEE

The role of a search committee is to oversee the recruitment and hiring process to ensure that a
complete and fair search is conducted, and that the most qualified candidate is chosen.

No search should be initiated prior to a meeting with the OEOA and the academic or
administrative EOC.

The size of the committee may vary and often depends on the position scope, departmental
procedures, and the nature of the search itself. Generally, a good size for a search committee is five
or more members.

Committee members should be individuals who understand the requirements of the position and
who are committed to the mission and goals of the department and the university.

Every reasonable effort should be made to form a committee that represents the diversity of the
university community by including members who are People of Color, Women, covered
veterans, and the disabled in order to provide a variety of perspectives as well as to ensure
awareness of affirmative action issues.

When appropriate, representatives from related units, departments or academic disciplines, or

from administrative, human resources, or other relevant offices may be invited to participate on the
committee.

The Office of Equal Opportunity and Access shall review the composition of the search
committee.

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 Search Committee Chair Responsibilities

• Ensures that the search process is followed

• Ensures that the position announcement is developed
• Plans/conducts committee meetings
• Ensures that committee members evaluate candidates (in writing) against agreed-
upon criteria
• Serves as the search committee’s liaison to the department head
• Presents committee recommendation to department head
• Ensures that accurate documentation of the search process is kept
• Communicates with candidates and finalists on behalf of the university
• Ensures/documents that good faith efforts have been made to develop a diverse pool
of candidates

Search Committee Members Responsibilities

• Identify recruitment sources to ensure diversity in the applicant pool

• Become familiar with the job qualifications
• Devise evaluation criteria and formulate those criteria in writing
• Devise operating procedures such as voting
• Review resumes of applicants for minimum qualifications
• Identify and screen candidates
• Coordinate and arrange interviews
• Interview candidates
• Make hiring recommendations

SEARCHES CONDUCTED BY A DEPARTMENT CHAIR OR SEARCH FIRM

Searches conducted by a department chair will be coordinated with the OEOA prior to the
recruitment to fill the position.

Searches conducted by a Search Firm will be coordinated with the administrative unit or Provost
Office and the OEOA

ESTABLISHING A TIME LINE

In order for the activities of the search committee to take place in a timely fashion, it is important
for the committee to establish timelines and deadlines, especially for the following activities:

• Publication of the advertisement, including the deadline for receiving applications

(recommended)
• Include date in which search committee will begin reviewing applications (recommended)
• When the first screening of applicants will be made
• When interviews of finalist or candidates will take place
• When the final recommendation(s) will be made

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CONFIDENTIALITY

Search committee members should consider and discuss the issue of confidentiality, including the
need to protect the integrity and candor of member-to-member discussions as well as the identity
of candidates.

Each member of the search committee assumes the responsibility to limit discussion of candidates
to those persons within the institution from whom it is appropriate to seek input or who otherwise
have a need to know, and to those persons outside of the institution who serve formally or
informally as references or recruiting sources.

No search committee member may contact an applicant individually without approval of the search
committee chairperson.

Search Committee members should keep all information received in connection with any
candidate’s background check confidential.

II. CANDIDATE SOURCING

The candidate sourcing process (soliciting applicants) is key to attracting qualified

candidates, improving diversity in the applicant pool and hiring the best candidate.

Advertising the position in a print and on-line is one aspect of soliciting applicants;
however, recruitment is beyond ads. The search committee has to consciously strive to
build a diverse pool of candidates.

The search committee must know the workforce demographic which will help with
determining appropriate strategies to ensure a diverse and qualified applicant pool.

The search committee must go beyond where to find “the best mathematician or chemist or
engineer” to looking for “the best female mathematician” or “the best African American
chemist” or “the best engineer who is a person of color”.

RECRUITMENT PLAN

The search committee should invest time and thought in developing an effective
Recruitment Plan in order to maximize the candidate sourcing process.

A Recruitment Plan must be prepared in consultation with EOC and OEOA. The OEOA will examine
the recruitment plan to confirm that extensive and appropriate outreach efforts will be made to
generate a diverse pool of candidates.

The OEOA must approve the Plan before the search begins (See Appendix II for a sample
Recruitment Plan Approval Form).

A copy of the approved Recruitment Plan and a draft of the position announcement will be a part of
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the file in People Admin.
Following the recruitment, the Good Faith Efforts should be included and documented on People
Admin.

GOOD FAITH EFFORTS

Advertising in diverse publications, contacting a variety of diverse professional organizations, and

direct contact with individuals in the discipline, field or industry of interest may enlarge the pool of
diverse candidates.

For a list of women and people of color publications and recruitment sources see Appendix V and
VI. Building a relationship with these contacts will demonstrate the department’s commitment to
equal employment opportunity.

Some suggestions for casting the net broadly include:

1. Be aware of and avoid the pervasive myths about recruitment of diverse candidates:
a. We can’t compete because we can’t pay enough
b. There are no women and people of color in the pipeline in my field
2. Lay the groundwork for recruiting, not just during the time a search is underway
a. Search for prospective candidates at conferences
b. Build linkages with diverse local and national organizations

3. Coach/mentor search committee members on making contact with diverse personnel

a. Attend Provost/Dean sponsored workshops on myths, on short-and-long-term
needs in the departments/colleges/university, and on the value of a diverse
faculty
b. Monitor the progress of each search and build a list of diverse contact
information

4. Construct departmental retention plans before recruitment begins.

a. Assign mentors, professional development workshops, community-building
events
b. Review these retention plans with job candidates

5. Diversify each search committee

a. If no departmental diversity exists invite faculty from a related field
b. Use the appointed Equal Opportunity Coordinator in the unit as a resource and
monitor

6. Underscore desire for diversity in job ads

a. Instead of the boilerplate assertion that we are an equal opportunity employer,
use language such as, “We are committed to increasing the diversity of the
University community. Candidates who can contribute to that goal are
encouraged to apply and to identify their strengths or experiences in this area.”

7. Monitor the salary and start-up packages offered to new hires to assure that they are
equitable
a. Most women and minorities will not negotiate as aggressively as men

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 b. People with better packages advance faster

8. Hold deans and chairs accountable for faculty diversity

a. Annual goals should be set by mutual agreement with deans and the provost
b. Annual performance reviews should measure outcomes against goals

9. Provide sufficient resources for departments committed to this goal such as:
a. Extra staff support for search committees
b. Incentives and bridge grants to help departments
c. Release time for one faculty member to be the year-round recruiter
d. Incentives to do cluster hiring across or within departments
e. Support of minority speakers and visiting scholars

10. Pay attention to the life-style concerns of top candidates and prepare to address them
during the visit. Discover in advance what their concerns are about:
a. Housing and schools
b. The composition of the community
c. Cultural offerings and social life opportunities

THE POSITION DESCRIPTION

• The position description should be reviewed by the Dean/VP, EOC and the OEOA to ensure
that it contains all the specific information related to the actual needs of the position.
• A well-conceived and well-written position announcement will assist the search committee
at all stages of the recruitment and provide job relevant evaluation criteria upon which
interview questions can be based.
• Completion of the position description is necessary to initiate the recruitment process.
• A position description must be sufficiently descriptive that prospective applicants will
understand the purpose and function of the position that they are considering.
• It should outline the position to be filled, including primary (essential functions) and
secondary duties, and should list the qualifications that candidates must possess.

• Position descriptions may vary, but those for faculty positions should include the following:
1. Title of the position
2. Application deadline date or date review of applications begins;
3. Date of appointment;
4. Rank (if applicable);
5. Salary range or statement “salary commensurate with qualifications and
experience”;
6. Statement describing the position including the specific functions of the position,
responsibilities and position relationships (to whom does the position report);
7. Minimum and ideal qualifications;
8. Credentials the applicant must submit [e.g., curriculum vitae, 3 letters of reference, a
statement of teaching philosophy, etc.]

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POSITION ANNOUNCEMENT

The position announcement should describe the education, experience, knowledge, skills and
competencies that are required of potential applicants.

For faculty positions, the minimum required qualifications are specified clearly in the University
Bylaws. Other qualifications may be added as ideal qualifications provided, they are consistent
with the duties of the position.

Only list the minimum requirements for the position. (i.e., degree level and field of study) Specify
the timeframe with regard to attainment of required degree or license.

Example: Must have obtained PH.D. in English Literature by time of appointment.

.
If experience is required, state exact amount (in terms of months and/or years) and type of any
required experience

Example: a PH.D. in Physics and two years of university level teaching (specify general
nature of courses).

Do not advertise “ideal” qualifications or make vague references to qualifications which are neither
quantified (measurable) or qualified.

 Examples to avoid include:

a) “Diverse teaching experience and publications are highly desirable.”

b) “Prefer applicant to have experience serving a diverse population of open

admissions undergraduates.”

c) “A Master’s degree is required; a doctoral degree is preferred.”

d) “Candidates must show evidence of commitment to research and excellence in

teaching.”

e) “Demonstrate strong communication skills, and be able to work collaboratively

with other professionals and students.”

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ADVERTISEMENT

Advertising shall be organized by the search committee and coordinated with the college office.

It is expected that all searches for tenure-track, executive and administrative positions will
be conducted on a national level.

Federal requirements for affirmative action obligate a search committee to make a “good
faith effort” to develop a talent pool reflecting the availability of people of color and women
in the labor force.

The search committee must advertise the position in a manner that will bring it to the attention of
underrepresented groups.

The following statement should be included on all advertisements: “The University of Cincinnati
is an affirmative action/equal opportunity employer M/F/Vets/Disabled.” An additional
statement may also be included in the advertisement: “Women, People of Color, persons with a
disability, and covered veterans and disabled veterans are encouraged to apply. We are
committed to increasing the diversity of the University community. Candidates who can
contribute to that goal are encouraged to apply and to identify their strengths or
experiences in this area.”

Keep in mind, the sponsoring employer is not permitted to tailor the requirements to the foreign
national’s credentials. The Department of Labor (DOL) is adamant that only actual minimum
requirements be reported in a labor certification application. The regulations specifically state that
the employer must not have hired workers with less training or experience for jobs substantially
comparable to that involved in the job opportunity.” Thus, departments must be consistent with
prior hiring practices when setting minimum requirements.

The DOL assigns job codes to positions which reflect the level of requirements considered “normal”
for the occupation. If the employer exceeds the designed DOL norm, the employer must be able to
support the business necessity for such requirements.
1. For example, if the department advertised that five years of experience is required
and DOL considers three years of experience as “normal”, we would need a
statement as to business necessity in order to proceed with the labor certification
application.

2. Before advertising an actual amount of experience, the department should check

with the Office of International Services as to the DOL minimums.

3. There are restrictions as to experience acquired with the sponsoring employer.

For these reasons, the department should consult International Services before the ad is
placed.

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EMPLOYMENT ELIGIBILITY/PERMANENT RESIDENT PETITIONS

Because it is difficult to predetermine when a temporary work visa or a permanent resident

petition will be needed, all searches should follow these guidelines.

These guidelines were established for those individuals who need a work visa or for whom you
wish to sponsor for a resident alien card (green card).

A permanent resident is someone who is granted permission to live and work in the United States
indefinitely.

UC International Services is responsible for processing work visas and for managing the University
of Cincinnati’s compliance with the Department of Labor’s Program Electronic Review Management
System (PERM) for international employees filing labor certifications needed for permanent
resident petitions.

UC International Services will file labor certifications for faculty and international workers the
hiring departments choose to sponsor for permanent residency.

Upon approval of the LCA’s, UC International Services will also prepare the immigrant petition and
assist the employees with their adjustment of status applications with US Citizenship and
Immigration Services.

The following highlights some of the key advertising requirements that are now in effect:

Department of Labor requirements for ad content specify that the following be included in each ad:
• Name of employer (University of Cincinnati)
• Geographic area of employment (Cincinnati, Ohio)
• A full description of the job duties

In order to file a labor certification for a faculty member the position must have been advertised in
print or electronic format in a national professional journal or publication

• Electronic advertisements must be posed for a minimum of 30 days.

(departments must be able to demonstrate this)
• Electronic advertisement must be viewable without having to pay
membership or subscription fees.
• When advertising for vacant faculty positions, the labor must be filed
within 18 months of the date of the original offer to the candidate.

International faculty and a representative of the hiring department should be instructed to consult
with UC International Services about the Labor Certification process immediately after the hiring.
Salary indication is optional and is not advised, given that it may not meet the Department of
Labor’s Prevailing Wage Determination.

There is no need to advertise the minimum requirements such as experience and training, but if
they are stated in the ad, they must be included in the labor certification application.

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 • Fulfillment of the prior experience requirements must be documented by employment
verification letters.
For further information about the work visas and the permanent resident process please
refer to the UC International Services web site at www.uc.edu/international/services.

• Because it is difficult to predetermine when a temporary work visa or a permanent resident

petition will be needed, all search should follow these guidelines. These guidelines were
established for those individuals who need a work visa or for whom you wish to sponsor a
resident alien card (green card).

• A permanent resident is someone who is granted permission to live and work in the United
States indefinitely

• UC International Services is responsible for processing work visas and for managing the
University of Cincinnati’s compliance with the Department of Labor’s Program Electronic
Review Management System (PERM), through which labor certification applications are
filed for international employees.

• UC International Services will file labor certifications for faculty and international works
when the hiring departments choose to sponsor them for permanent residency.

• Upon approval of the labor certification application, UC International Services will also
prepare immigrant petitions and assist employees with their adjustment of status
applications with US Citizenship and Immigration Services.

PREPARING THE ONLINE REQUISITION FORM

The People Admin applicant tracking system is introduced into the hiring process.

The online requisition form should be completed by the hiring manager and forwarded for
appropriate review and approvals.

Individuals who are hired by the University must apply through the on-line applicant system
at www.jobsatuc.com.

Search committee members can develop specific questions (posting specific questions) and assign
point values to answers in order to identify qualified applicants. The search committee would
provide the hiring manager or EOC with the list questions to include on the online requisition.

For assistance in developing Posting Specific Questions in People Admin system, please contact the
Human Resources Service Center (556-6381).

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 III. SCREENING PROCESS

UNCONSCIOUS BIAS

Each search committee member brings a lifetime of experience and cultural history that shapes the
evaluation process and creates non-conscious hypotheses (expectations or stereotypes). They are
unintentional and outside of our awareness and can influence our judgment of others. It can impact
how we perceive or treat people based on physical or social categories.

Unconscious bias is an impediment to achieving broader participation of individuals from all

backgrounds in the workplace.

It affects the evaluation of CVs and resumes, job credentials, applications, and letters of
recommendations.

If the use of and impact of bias is not acknowledged and addressed, the processes for recruitment,
selection and advancement can be flawed, resulting in some candidates being underestimated
and/or disadvantaged unfairly, while others are inadvertently advantage.

REVIEWING APPLICATIONS

The search committee is responsible for screening applications based on the advertised
qualifications.

All applicants should be notified of the status of their application. This notification may be sent by
utilizing the e-mail communication process in People Admin.

The search committee should evaluate the applications utilizing the previously agreed-upon criteria
and screening procedures.

Each search committee member may make written comments on the qualifications for every
applicant. This will allow the committee to determine which candidates are to be interviewed and
will also save time if it becomes necessary to return to the applicant pool at a later date.

Search committee members are to be advised that all written comments might become part of the
recruitment file that may later become public.

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REASONABLE ACCOMMODATIONS

The University has a legal responsibility to provide accommodations on grounds covered by the
Americans with Disabilities Act (ADA).

The law requires an employer to provide reasonable accommodation to a job applicant or

employee with a disability, unless doing so would cause significant difficulty or expense for the
employer.

Applicants with a disability must be assessed solely in terms of the qualifications required for the
position and their ability to perform the essential functions of the position (with or without
reasonable accommodations).

The fact that a qualified person requires some form of accommodation to perform the job cannot be
used in the assessment.

IV. INTERVIEWING CANDIDATES

From the list of candidates who meet the minimum qualifications, the search committee should
identify a short list of candidates selected to be interviewed and invited for on-campus visits.

Short lists of candidates identified to proceed in the selection process should reflect a similar
demographic composition of the applicant pool and/or available workforce. The EOC and OEOA
have access to the demographics of the applicant pool and will determine if any adjustments in
recruitment, candidate sourcing, selection criteria, evaluation, etc. need to be made.

(Screening interviews off campus, at meetings or conferences are permissible at the

committee’s discretion.)

Visits should be scheduled at the earliest possible time after the application deadline date and
should not be limited to only one candidate.

The search committee should develop a list of core interview questions based only on position-
related criteria. The same questions should be asked of all candidates, which will allow
comparative judgments while ensuring that crucial position-related information is obtained.

The committee may find it helpful to print the questions on a form with space below to record the
candidate’s responses and the interviewer’s reactions.

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Search committee members and other individuals involved in interviewing candidates need to
concentrate on position-related questions and must avoid inquiries with a discriminatory
implication (See Appendix III and IV for examples).

Occasionally during an interview applicants may volunteer non-job-related information with

regard to religion, sex, marital status, national origin, age, etc., that could potentially be used to
discriminate against the candidate (for example, the applicant who talks about children or child
care).

Even though you did not ask for the information, you may still be charged with discrimination if a
question arises subsequently about how this information was used.

Should an applicant volunteer information that does not relate to the position, you should handle
the situation in the following manner:

• Do not under any circumstances write down the information.

• Do not ask follow-up questions or make statements to continue in the area of

discussion.

• Refer the applicant to sources that may answer his or her questions about non-
job-related information

• Return the discussion to position issues

• Do not consider the revealed information in evaluating the applicant’s candidacy

For most faculty searches, the interview is one aspect of the recruitment process.

Equally important is the on-campus visit. Departments might want to consider having candidates
teach a class, present a seminar, deliver a lecture, meet with students, etc.

It is important that the same itinerary be followed for all candidates brought to campus for
interviews.

Upon completion of the interviews and campus visits, the search committee should meet to review
the merits of each individual, prepare summations, and make the recommendation(s) to the
department head, dean, and provost.

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 INTERVIEW GUIDELINES
Source: Ohio Civil Rights Commission

INQUIRIES BEFORE HIRING LAWFUL **UNLAWFUL

1. NAME Name Inquiry into any title indicating

race, color, religion, national
origin, disability, age or ancestry.

2. ADDRESS Inquiry into place and length of Inquiry into foreign addresses
time at current address. indicating national origin.

3. AGE Any inquiry limited to Requiring birth certificate or

establishing that applicant meets baptismal record. Any inquiry
any minimum age requirement that reveals whether applicant is
that may be established by law. at least 40 years of age.

4. BIRTHPLACE, Any inquiry into place of birth;

NATIONAL ORIGIN OR place of birth of parents,
ANCESTRY grandparents or spouse; or any
other inquiry into national origin
or ancestry.

5. RACE, COLOR OR Any inquiry that would indicate

RELIGION race, color or religion.

6. SEX Any inquiry which would

indicate the applicant’s sex.

7. HEIGHT & WEIGHT Inquiries as to a person’s ability A requirement that a certain

to perform actual job duties and
responsibilities.
height or weight will not be
considered to be a job
requirement unless it can be
shown that no employee with the
ineligible height or weight could
do the work.

8. DISABILITY Inquiries needed to determine if If native-born or naturalized.

applicant can substantially Proof of citizenship before hiring.
perform essential functions. Whether parents or spouse are
native-born or naturalized.

9. EMPLOYMENT Whether a person is eligible to Require before hiring.

ELIGIBILITY work in the United States.

10. PHOTOGRAPHS May require after hiring for I.D. Any inquiry that would reveal
arrests w/out convictions.

11. ARRESTS/ Inquiries into conviction for Any inquiry which would reveal
CONVICTIONS specific crimes related to the nationality or religious
qualifications of job. affiliation of a school. Inquiry

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 INQUIRIES BEFORE HIRING LAWFUL **UNLAWFUL
into what mother tongue is or
how foreign language ability was
acquired.

12. EDUCATION Inquiry into nature & extent of
academic, professional or
vocational training. Inquiry into
foreign language skills, if job
related.
Any inquiry about a relative
which would be unlawful if made
about the applicant.

13. RELATIVES Inquiry into name, relationship & Inquiry into all clubs and
address of person to be notified organizations where
in an emergency. membership is held.

14. ORGANIZATIONS Inquiry into memberships & Inquiry into military service
offices held, excluding any outside the U.S. Request military
organization, the name or service records. Inquiry into any
character of which indicates the type of discharge.
race, color, religion, sex, national
origin, disabled, age or ancestry
of its members.

15. MILITARY SERVICE Inquiry into service in U.S. Any inquiry into willingness to
Armed Forces when such service work any religious holiday.
is a qualification. Require
military discharge certificate
after hiring.

16. WORK SCHEDULE Inquiry into willingness to work Any non-job related inquiry that
required work schedule. may reveal information
permitting unlawful
discrimination.

17. OTHER Any question required to reveal Requests specifically from

qualifications for the job. clergymen or any other persons
who might indicate race, color,
religion, sex, national origin,
disability, age or ancestry.

18. REFERENCES Work/job related references not

relating to race, color, religion,
sex, national origin, disability,
age or ancestry.

**Unless bona fide occupational qualification is certified in advance by the Ohio Civil Rights Commission.
Any inquiry is prohibited which, although not listed above, elicits information as to, or which is not job related and may be used to
discriminate on the basis of, race, color, religion, sex, national origin, disability, age or ancestry in violation of law.

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TELEPHONE INTERVIEWS

The following guidelines can be used when conducting a telephone interviews. Ideally phone
interviews should be conducted with all search committee members present.

The search committee should take into account that phone screening may or may not be the best
technique for all candidates.

Some candidates can be more nervous or appear very flat during this process because the
interview lacks many of the non-verbal cues of an in- person interview.

PHONE INTERVIEW PROCEDURES

1. Call the candidate, introduce yourself and outline the framework for the interview.

2. The lead interviewer should introduce the other interviewers.

3. The lead interviewer should explain the interview procedures:

• We have a set number of standard questions we will ask you; various
interviewers may also have follow up questions in response to your answers.
• After we have asked you the questions, we will give you a chance to ask us any
questions you may have. If questions come up during the interview, we ask that
you make a note of them and save them until the end of the interview.
• We expect the whole process to last about (fill in the time) so please keep this in
mind when answering questions.

4. Interviewers ask questions in turn by pre-determined assignment.

5. The Interviewer should manage the time and flow of the interview.

6. Follow up questions: after the candidate answers the standard questions, the lead
interviewer will ask the interview team if anyone has any follow up questions. After all
interview questions have been asked, the candidate is given a chance to ask questions.

7. The lead interviewer should thank the candidate for their time and interest in
employment with the University of Cincinnati and provide information on when the
interviewer will get back to the candidate.

8. The lead interviews will end the call and the search committee will finalize their
evaluation sheets on the candidate and determine directly the candidates to invite for
on campus interviews.

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ON-CAMPUS INTERVIEWS

If the candidate will be meeting with a number of individuals for interviews during a visit,
provide the candidate with the schedule and who will be coordinating the movement from
interview to interview. Make sure the candidate has time for adequate breaks during the
visit. Also, in the case of multiple interviews, it is important to have different interviewers
focus on specific areas to avoid redundancy in questions.

ON-CAMPUS PROCEDURES

1. Greet and identify yourself by name and title to the candidate and the role in the
interview process.
2. Provide the candidate with a general overview of the position you are seeking to fill.
3. The search committee should ask each candidate the same standard list of core
interview questions based only on position-related criteria. The same questions should
be asked of all candidates, which will allow comparative judgments while ensuring that
crucial position-related information is obtained.
4. Interviewers ask questions in turn by pre-determined assignment.
5. The Interviewer should manage the time and flow of the interview.
a. Explore the Candidates’ Work History
• Starting with the most recent job, use open-ended questions (how, when,
why) to elicit the most information. Ask about likes and dislikes
concerning the job.
• Level and complexity of work
• Teaching or Research interests, collaborations, publications (for
research staff if not already provided with CV)
• Extent of responsibility and level of progression
• Effectiveness, accomplishments and achievements
• Job stability and reasons for leaving previous jobs

b. Examine the Educational Background

• Are the educational credentials consistent with the requirements of the
position?
• How does the candidate stay current?
• What recent professional development opportunities/conferences they
have attended are participated in?

6. Follow up questions: after the candidate answers the standard questions, the lead
interviewer will ask the interview team if anyone has any follow up questions. After all
interview questions have been asked, the candidate is given a chance to ask questions.
7. The lead interviewer should thank the candidate for their time and interest in
employment with the University of Cincinnati and provide information on next steps in
the interview process.

The search committee will finalize their evaluation sheets on the candidates.

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REFERENCE CHECKS
Reference checks may be initiated after interviews occur and shall be made for candidates being
considered as finalists.

References can be checked for anything employment related: education/degree, employment

verification, etc.

Reference checks may also serve as an additional screening process if completed prior to inviting a
candidate for an interview.

In either case, candidates should be contacted - first, to ensure their continuing interest in
the position and, secondly, to obtain permission to contact references.

References should be obtained in writing whenever possible.

However, to facilitate the screening process, each committee member may be asked to contact one
or more references.

When phone references are conducted, it is important to use a standard set of questions and have at
least two committee members conduct the phone reference.

All comments received should be recorded and shared with the search committee.

Additional references may always be requested after the actual interview and before any
recommendations are made.

BACKGROUND CHECKS

The University requires that all newly hired faculty and staff complete a background check.

The University of Cincinnati background check process is completed on‐line through People
Admin our on‐line application/requisition tracking system, and HireRight a web‐based
information verification solutions company focused on assisting businesses in making
smarter, faster, more effective employment decisions.

The hiring department is responsible for any and all costs associated with the background
check.

This procedure covers faculty and staff candidates who are in the final stages of the hiring
process and are required to obtain a pre‐employment criminal history check (background
check).

Background check results may not necessarily prevent the University from proceeding with
hiring an individual however it will ensure that UC personnel (with a need to know) are
knowledgeable about relevant information in advance.

Departments may initiate a background check request by changing the selected candidate(s)
applicant status once an individual has been approved by the Office of Equal Opportunity
and Access (OEOA).
Page | 21
V. MAKING THE OFFER

The final hire offer cannot be made until all approvals have been secured, including the Office of
Equal Opportunity and Access.

VI. DOCUMENT THE SEARCH

The search committee chair has the responsibility of preparing a final report outlining the
committee’s process and making its recommendation(s).

This report, along with the appropriate support documentation, shall be forwarded to the Equal
Opportunity Coordinator and Dean/VP for review.

The report and documentation should include the following:

a) Summary of committee meetings (including name of members, meeting times, etc.)

b) Outline of the criteria and process used to narrow the applicant pool

c) Individual assessments of the candidates by each committee member, as well as any

composite assessments that were developed; include comments and ratings on their
strengths and weaknesses as related to the position requirements

d) The ranking of the candidates as determined by the committee and the rationale for the
ranking

e) If the position is in an underutilized job group, a detailed summary of efforts to develop

a strong pool of applicants that includes Women and People of Color and reason
persons interviewed were not selected.

f) Include copies of all advertisements, postings, letters, contact lists and any other
recruitment sources used.

g) This report should be uploaded in People Admin in the field “Good Faith Efforts.”
THE APPLICANT LIST SENT TO HIRING MANAGER
For every search the Office of Equal Opportunity and Access (OEOA) is required to maintain an
applicant log that contains applicant data, including: college, department, position applied for, job
group number, application date, applicant name, race, sex and disposition (i.e. interviewed, or why
excluded).
• The applicant list, shared with the hiring manager will include all applicants who meet the
minimum qualifications.
• In the event that an interviewed applicant or a finalist does not self-identify on the applicant
log maintained by the Office of Equal Opportunity and Access (OEOA), you may be contacted
and asked to complete visual race and/or sex of the applicant or finalist (See Ethnicity
Definitions at Appendix VIII).
• An appropriate “not hired reason” must be completed for every applicant.
• For the candidate selected, provide more justification for hiring than “best qualified.”

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APPENDIX I

EXECUTIVE, ADMINISTRATIVE AND FACULTY TITLES

EXECUTIVE JOB TITLES ADMINISTRATIVE JOB TITLES

Job Group 100 or SOC Code Listed Below Job Group 102 or SOC Code Listed Below

President (11-0000) Associate Dean (11-0000)

Sr. Vice President (11-0000) Associate Director (11-0000)
Vice President (11-0000) Associate General Counsel (23-0000)
Associate Sr. Vice President (11-0000) Associate Provost (11-0000)
Associate Vice President (11-0000) Assistant Dean (11-0000)
Assistant Sr. Vice President (11-0000) Assistant Director (11-0000)
Assistant Vice President (11-0000) Bursar (11-0000)
Chief Investment Officer (11-0000) Director Academic(if has recruitment authority)
Dean (11-0000) Director Administrative (11-0000)
Director of Athletics (11-0000) Director (if has recruitment authority) (11-0000)
Executive Vice President (11-0000) Executive Director (11-0000)
General Counsel (23-0000) Head Coach Major Sports (27-0000)
Sr. Associate Vice President (11-0000) Ombuds (23-0000)
Sr. Vice Provost (11-0000) Sr. Associate Dean (11-0000)
Vice Provost (11-0000) Sr. Assistant Dean (11-0000)
Treasurer (11-0000)
University Registrar (11-0000)

FACULTY TITLES
Job Groups 200, 202, 204 or SOC Code Listed Below

Professor, Associate Professor, Assistant Professor, Instructor (25-1000)

Clinical Professor, Associate Professor, Assistant Professor, Instructor (25-1000)
Field Service Professor, Associate Professor, Assistant Professor, Instructor (25-1000)
Research Professor, Associate Professor, Assistant Professor, Instructor (25-1000)
Sr. Librarian, Sr. Associate Librarian, Senior Librarian (25-4020)
Assistant Librarian, Beginning Librarian (25-4020)

Page | 23
APPENDIX II
RECRUITMENT PLAN APPROVAL FORM
ACADEMIC, ADMINISTRATIVE AND EXECUTIVE HIRES

The University of Cincinnati is committed to the use of affirmative action measures consistent with applicable
laws that ensure an environment of equal opportunity for all applicants and employees. Good faith efforts
must be made to recruit qualified women and people of color applicants.

Note: This form must be completed and attached in People Admin under the Document section marked
Recruitment Plan.

TYPE OF POSITION
A complete list of job titles (Job Groups, 100, 102, 200, 202, and 204 or appropriate SOC Code) may be found in the
Recruitment and Search Guide and on People Admin.

Academic*: Job Group 200, 202 and 204 (Full time Faculty)
____Assistant Professor ____Associate Professor ____ Professor
____Instructor ____College of Medicine GEO Faculty * *
____Other __________________________________________________________________________

Administrative: Job Group 102 Job Title _____________________________________

Executive: Job Group 100 Job Title______________________________________

* Does not include part time faculty (i.e. adjunct, affiliates or visiting faculty titles)
* * In the RECRUITMENT RESOURCES OR METHODS section, explain in the OTHER field how GEO faculty
was recruited.

_________________________________ _________________________________ _________________________

Hiring Department Chair/Director of Hiring Department Requisition No./Position No.

Department/Office Demographics: Total Employees: _____

_____Women _____People of Color ______African Americans

Is this position underutilized? _____Yes ____ No

If Yes, Goal Number (Available % from Utilization Analysis report)
_____Women _______People of Color ________African Americans _____8%___Vets ____7%____Disabled

List the members of the search committee and the designated chair by department, gender,
and ethnicity.

Role Name Job Title Department Gender Ethnicity

Chair
Member
Member
Member
Member
Member
Member

Anticipated Posting Date ____________ Anticipated Application Review Date__________

Page | 24
 RECRUITMENT RESOURCES OR METHODS
Please be specific in naming publications, listservs, direct contacts with colleagues, conferences,
organizations, etc.
Professional:
• (Discipline journals/professional publications):
__________________________________________________________________________________________________________
__________________________________________________________________________________________________________
• Professional Meetings/conferences (include dates):
__________________________________________________________________________________________________________
__________________________________________________________________________________________________________
• On-line bulletin boards/job listing services:
__________________________________________________________________________________________________________
__________________________________________________________________________________________________________
• Institutions/organizations/associations/placement services to receive
announcements:
__________________________________________________________________________________________________________
__________________________________________________________________________________________________________
Women/People of Color/Veterans/Disability Outreach:
• Organizations:
__________________________________________________________________________________________________________
• Publications:
__________________________________________________________________________________________________________
• Personal Contacts:
__________________________________________________________________________________________________________
Other: __________________________________________________________________________________________________________

SCREENING PROCEDURES
Once the search committee has evaluated the applications utilizing the agreed-upon criteria, please
describe the screening/interviewing methods that will be used.
_____Email applicant pre-screening questions _____Phone Interview _____In Person Interview
_____Presentation _____Other (Explain) _______________________________________________________________

POSITION ANNOUNCEMENT
In the space below, type or paste a draft position announcement. The box below will expand to allow
for the needed space.

APPROVALS REQUIRED BELOW

EO Coordinator __________________________________ Phone _______________ Date_____________

Dean/VP Designee

Search Committee Chair ____________________________ Phone _______________ Date ____________

Office of Equal Opportunity and Access ____________ Phone________________ Date _____________

Page | 25
APPENDIX III
GOOD RECRUITMENT, INTERVIEWING, AND HIRING PRACTICES
General Principles
• Open positions should be communicated broadly both within and beyond the university.

• Colleagues throughout the appropriate discipline should be informed of the programs and
opportunities available at the University of Cincinnati.

• The goal of every faculty search should be to put together the best pool possible.

• Good faith effort needs to be made in order to develop a diverse pool of applicants and to
create equal employment opportunity.

Conferences and Professional Meetings

• When attending conferences and professional meetings, faculty should seek to provide all
potential candidates, including Women and People of Color, with informational literature on
programs and activities available at the University of Cincinnati.

Extending Invitations
• Special efforts should be made to invite outstanding individuals, including Women and
People of Color faculty, to lecture and to interact professionally with students and faculty.
Faculty may coordinate efforts with other university programs such as Just Community.

Internal Publication of Searches

• A copy of the position announcement should be sent to all members of the department, who
should also be informed of the progress of the search.

• It is in the best interest of the university to conduct open and fair searches for all faculty
positions.
Women and People of Color Candidates
• In keeping with the university’s equal employment opportunity policy, faculty search
committees should make a concerted effort to attract Women and People of Color
candidates.

Soliciting Assistance in Searches

• The Office of Equal Opportunity and Access shall be contacted to attend the first committee
meeting for assistance in developing a recruitment strategy that will produce a diverse pool
of candidates for all positions.

• In addition, search committee members should seek the assistance of culturally diverse
organizations and individuals, including faculty, for information and contacts for
recruitment purposes.

• Search committee members should solicit help in locating candidates through the wide
distribution of the job announcement and by encouraging employees to provide sources.

• A list of selected minority and women publications is included in Appendix IV.

Page | 26
Interviewing

General Guidelines
• Selecting excellent employees requires good judgment and fair treatment in evaluating
candidates.

• Carried out impartially, the process can also foster good public relations.

• This experience can engender good will and high regard for the university and the
department involved in the search.

• To assure successful searches and to minimize legal controversy, the following

measures are strongly recommended:

a) Do ensure that all candidate pools are as diverse as possible and that the
recruitment process has been open and communicated widely.

b) Do ensure fair comparisons.

The interview process should be consistent in terms of types of questions and

position requirements and responsibilities.

Candidates should be asked the same or similar position- related questions, and
search committee members should evaluate candidates on the same criteria.

c) Do ensure that the format of the interview is consistent for all candidates.

Afford each candidate the opportunity to respond and ask questions as appropriate.

Sensitivity should be given to individual candidates (i.e., their choices for food,
specific requests to talk with groups and/or any other matters relevant to the
interview).

d) Do recognize that candidates may differ in communication style and presentation,

and that the focus of the interview is to obtain information about the candidate’s
qualifications.

The substance of the information provided during the interview should be viewed
as more important than the candidate’s communication style.

e) Do hire the best-qualified candidate.

• The following measures are not recommended:

a) Do not invite candidates for “token” interviews including Women and People of
Color with no intent of serious consideration.

The recruitment process should be conducted so as to yield a diverse pool of

qualified candidates.
Page | 27
 Candidates scheduled for interviews must meet the minimum qualifications to be
considered for the position.

b) Do not inquire into a candidate’s age, religion, financial condition, disability, marital
status, national origin, place of birth, or other personal matters.

See interviewing guidelines for more information.

c) Do not reject candidates because of cultural or other differences unrelated to the

position on the assumption that they will not fit in.

All individual candidates should be judged on the basis of their qualifications,

experience, and education in relation to the requirements for the position.

d) Do not use statements that would lead candidates to assume that their appointment
might create a problem for the department.

Interviewing Techniques & Guidelines

The following techniques and guidelines will help to ensure that the interview goes smoothly and
that you, and the candidate, get all of the information you will need to make the right choice.

The guidelines review what inquiries are lawful and unlawful so that you will not incur any legal
liability.

Techniques
 Control the interview
 Stay on track.
 Cover all pertinent areas.
 Explore inconsistencies, time gaps and missing data on the
resume/application.
 Improve your style
 Be aware of the impact of your facial expressions and body language. Be
careful not to show your reaction to an interviewee’s words, gestures,
facial expressions, etc.

 Do not talk a lot! Let the applicant talk the majority of the time---
ideally 80%. That way you can be sure to get enough information to
make a sound decision.

 Avoid interrupting the applicant to introduce your own thoughts and

opinions.

 Maintain eye contact. If the applicant does not, do not automatically

assume this to be a negative.

 Do not let your mind wander; you may miss something important or get
off track and lose control of the interview.
 Echoing
 When you want the interviewee to expand on a statement, rephrase and

Page | 28
 repeat what that person has said, then ask him/her to tell you more; i.e.
“You say that you were responsible for… Tell me more about that.”
 Silences
Do not be uncomfortable with brief silences. Be patient---you may learn
something from the direction the interviewee decides to take.
 Evaluate the applicant on the established criteria
 Evaluate the applicant on whether or not he/she has the qualifications,
as advertised, to be successful in the position.

 Keeping the job requirements in mind, look at:

- past responsibilities and accomplishments
- stability and attitude
- education and technical expertise.

 Look at the “whole person”

 Do not form biases or jump to conclusions. Unfavorable impressions
should be based on the candidate’s qualifications and be relevant to the
position.

 Avoid outside interruptions

The interview should be held in a quiet area where phone calls and
interruptions from other staff members can be avoided.

 Failure to listen
 Do not think ahead to what you are going to ask next. Avoid introducing
your own unrelated and non-pertinent thoughts during the interview.

 Halo effect
 Do not allow one or two favorable but unrelated traits bias your
judgment of the candidate. Avoid making quick judgments, especially in
areas where you typically have strong personal biases.

 Time for each interview

 Allow enough time to adequately cover goals you set for the interview.
The length of time usually corresponds to position complexity; one hour
is average.

 Provide a good first impression

 Be prompt and friendly and have a neat and orderly environment for the
interview. This provides the candidate with a good first impression of
the university.

 Do not use non-job related questions

 This may be unlawful and wastes time. It also does not provide you with
useful information.
 Impatience
 Be patient. Your impatience will only add to the candidate’s anxiety.

 Making promises
Do not make promises.
Page | 29
APPENDIX IV

GOOD INTERVIEW QUESTIONS

1. Tell us a little more about your professional experiences, particularly those not
mentioned on your resume.

2. Why are you interested in leaving your current position and why do you feel that this
position would be better for you?

3. Do you feel this position is a promotion, a lateral move, a broadening of your professional
experience, or just a change? Why do you think so?

4. How does this position fit into your overall career goals?

5. Describe the duties of your current job

6. What do you dislike most about your current job?

7. What is your favorite part of your current job and why is it your favorite part?

8. What are the three college courses that best prepared you for your current job?

9. What is the best method of creating a______? [A relevant product]

10. What qualities or experiences make you the best candidate for this position?

11. Describe two or three major trends in your profession today.

12. On the basis of the information you have received so far, what do you see as the major
challenges of this position and how would you meet them?

13. Describe a situation in which you did “all the right things” and were still unsuccessful.
What did you learn from the experience?

14. Discuss the committees of the organization where you currently work.

15. Why did you choose this profession/field?

16. What new skills have you learned over the past year?

17. Think about an instance when you were given an assignment that you thought you
would not be able to complete. How did you accomplish the assignment?

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18. Have you ever had a great idea but been told that you could not implement it? How did
you react? What did you do?

19. Describe the best boss and the worse boss you have ever had.

20. Describe your ideal job.

21. What would your coworkers or your supervisor say about you?

22. Can you describe how you go about solving problems? Please give us some examples.

23. What is the biggest conflict you have ever been involved in at work? How did you
handle that situation?

24. What new programs or services would you start if offered the position?

25. Please share with us your philosophy about customer service in an academic
environment and give us some examples of service that would illustrate your view.

26. Tell us how you would learn your new job in the absence of a formal training program.

27. How would you characterize your level of computer literacy? What are some of the
programs and applications with which you are familiar?

28. Think about a coworker from the present or past whom you admire. Why?

29. What are the characteristics that you prize most in an employee? What behaviors or
characteristics do you find intolerable?

30. Can you share with us your ideas about professional development?

31. Describe some basic steps that you would take in implementing a new program

32. What is one or two of your proudest professional accomplishments?

33. Do you have any knowledge of the unique role of a ______? [Two-year college/liberal arts
college/research University]

34. How do you feel about diversity in the workplace? Give us some examples of your
efforts to promote diversity.

35. Tell us how you go about organizing your work. Also, describe any experience you have
had with computers or other tools as they relate to organization.

36. Please tell us what you think are the most important elements of a good _______. [service,
activity, product, class, etc.]
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37. Describe your volunteer experiences in community-based organizations.

38. What professional associations do you belong to and how involved in them are you?

39. Tell us about your preferred work environment.

40. What experiences or skills will help you manage projects?

41. Tell us how you would use technology in your day-to-day job.

42. In what professional development activities have you been involved over the past few
years?

43. What volunteer or social activities have helped you develop professional skills?

44. What things have you done on your own initiative to help you prepare for your next
job?

45. Do you have any concerns that would make you have reservations about accepting this
position if it is offered to you?

46. What do you think most uniquely qualifies you for this position?

47. Do you have any additional professional experience that you would like to share?

48. Do you have any questions for us?

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GOOD INTERVIEW QUESTIONS FOR FACULTY

1. Describe your teaching style.

2. Describe your teaching philosophy.

3. What technology applications have you utilized in the classroom?

4. How do you engage students, particularly in a course for non-majors?

5. Share your ideas about professional development.

6. In your opinion, how should the workload of a faculty member be split and into what
areas?

7. What changes have you brought to the teaching of ______?

8. How would you go about being an advocate and resource for the use of technology in the
teaching and learning process?

9. What courses have you created or proposed in the past five years?

10. What do you think are the most important attributes of a good instructor?

11. Where would this position fit into your career development goals?

12. How do you define good teaching?

13. What do you think are your greatest strengths as an instructor? In which areas do you
feel you can use some further development?

14. How do you feel your teaching style can serve our student population?

15. What professional development activities have you been involved the past few years?

16. What pedagogical changes do you see on the horizon in your discipline?

17. How would your background and experiences strengthen this academic department?

18. How do you adjust your style to the less-motivated or under-prepared student?

19. How have you involved your students in your research?

20. What are your current research interests?

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INTERVIEW QUESTIONS FOR MANAGERS/LEADERS

1. If I called a member of your current staff and asked them to tell me about you, what
would they say?

2. Why is this position appealing to you at this point in your career?

3. What key leadership actions would you take if you came on board?

4. How do you lead?

5. What's your secret to getting subordinates to follow you?

6. How do you challenge and motivate employees?

7. How do you reward employees?

8. Describe your management philosophy and management style.

9. Some managers supervise their employees closely, while others use a loose rein. How
do you manage?

10. How have you improved as a manager over the years?

11. How would you deal with an employee who broke a policy (i.e.: late for work)?

12. How would you deal with an employee who was not open and honest in
communication?

13. It is very hard to attract faculty and key staff to this area. What are some strategies you
might use to have enough qualified talent to be sure our strategic direction is met?

14. What single professional event made you most proud to be a manager/leader?

15. What event made you least proud to be a leader?

16. In prior positions did you have budgeting responsibilities? If so, what was the size of
your operating budget?

17. Do you know how to figure FTE's?

18. What is your definition of empowerment?

19. What is your definition of Quality Assurance (QA), and who should be responsible, for
QA?

Page | 34
20. Tell me about a time when your manager made a decision you disagreed with. What
actions did you take and why?

21. Tell me about a time when you had to handle a workplace disturbance. What did you
do? What were the results?

22. Tell me about a time when you had to deal with an irate physician, patient, employee
etc. How did you handle it and what was the result?

23. How have you managed to foster a successful team in your past positions?

24. What methods have you found successful in determining the priorities when you start
in a new facility?

25. What methods do you use to foster open communication with staff, management and
your board of governors?

26. Tell me about a work incident when you were totally honest, despite a potential risk or
downside for the honesty.

27. How did you handle a recent situation where the direction from above was unclear and
circumstances were changing?

28. Describe how you motivated a group of people to do something they did not want to do.

29. Who are your most effective subordinates and your least effective subordinates? What
are the strengths and weaknesses of each? What have you done to develop each of these
subordinates?

30. Tell me about some of the people who have become successful as a result of your
management. What was your role in their development?

31. What are the major training and development needs of the people in your department?
How did you identify them? What are you doing about them?

32. Are there any techniques you have found useful in identifying particular subordinates'
needs and potentials? Tell me how they worked with a particular person.

33. What do you do differently than other managers? Why? Examples?

34. What is the farthest you've had to bend your standards in order to succeed?

35. What job duties would you like to avoid if at all possible?

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36. Describe a time in which you weighed the pros and cons of a situation and decided not
to take action, even though you were under pressure to do so?

37. All of us have been in situations where we assigned work to other people and they
didn't do what we intended. Can you tell me about some of those? What were the
circumstances and how did you handle it?

38. Have you ever had problems in getting your subordinates to accept your ideas or
department goals? What approach did you use? How effective was it?

39. Have you ever needed cooperation from groups that did not report to you? What did
you do to gain cooperation? What were the satisfactions and disappointments?
40. Is there a trait or characteristic about you that you find is frequently misunderstood
that surprises you when you find out that people think that about you?

41. What 3 things do you hope to accomplish in your first year?

42. What do you expect of those who report to you? If candidate responds with a one word
answer (for example saying, "support" you can probe further by asking the candidate to
describe three behaviors that she/he would view as being supportive.

43. If you had an unfavorable plan (i.e., budget) to implement, what would you do to get the
managers' buy in and support?

44. With a change in (e.g. funding priorities, leadership roles, staffing, political
environment, etc.), what are two ideas you would like to see put in place?

45. What kind of support do you offer managers, directors and front-line staff, when things
don’t go as planned?

46. Tell us about a high level innovative idea/change that you implemented. Was it or was it
not successful?

47. What has your experience been with implementing a strategic plan? What key steps did
you take?

48. Discuss your experience managing a large organization change initiative e.g.
implementing a culture change, moving from a low tech to high tech environment, etc.

49. What are your principal views about change? Who should lead large system change and
why?

50. Tell me about professional yourself.

51. What do you know about our organization?

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52. Why do you want to work for us?

53. What can you do for us that someone else can’t?

54. What do you find most attractive about this position? What seems least attractive about
it?

55. What do you look for in a job?

56. Please give me your definition of [the position for which you are being interviewed].

57. How long would it take you to make a meaningful contribution to the University of
Cincinnati?

58. You haven’t worked in our industry before. When could you make a contribution?

59. What do you look for when you hire people?

60. Have you ever had to fire people? What were the reasons, and how did you handle the
situation?
61. What important trends do you see in our industry?

62. How do you feel about leaving all your benefits to find a new job?

63. In your current (last) position, what features do (did) you like the most? The least?

64. What are your long- range goals?

65. What are your capabilities that will help us?

66. What major challenges have you faced?

67. How well do you handle pressure?

68. What types of management controls do you use?

69. How would others describe your work ethic?

70. How do you handle confrontation?

71. What are the key reasons for your success?

72. Are you confident about your writing and presentation skills?

73. What part of the newspaper do you turn to first?

74. What was the last book you read?

Page | 37
INTERVIEW QUESTIONS TO AVOID
You cannot ask any question during an interview that relates to an applicant’s race,
color, religion, age, gender, national origin, or disability.
The following questions are merely a few of the questions that should not be asked:
1. Are you a U.S. Citizen?
2. Where were you born?
3. What is your birth date?
4. How old are you?
5. Do you have a disability?
6. Are you married?
7. What is your spouse’s name?
8. What is your maiden name?
9. Do you have any children?
10. Do you have childcare arrangements?
11. What is your race or ethnic origin?
12. Which church do you attend?
13. What is your religion?
The following questions should be asked only when there is a bona fide, job-specific
reason to ask them. If asked of one candidate, they should be asked of all candidates
for the same position.

ACCEPTABLE ALTERNATIVE QUESTIONS

1. Are you able to work in the United State on an unrestricted basis?
2. Are you able to perform the duties on the job description with or without
reasonable accommodations?
3. Have you ever been convicted of a felony crime?
4. If hired, can you provide proof that you are at least 18 years of age?
5. Do you have any conflicts that would prevent you from working the schedule
discussed?
6. What languages do you speak or write fluently?
7. Have you worked under any other professional name or nickname?

8. Would you have any problem working overtime, if required?

Page | 38
APPENDIX V – Web-Based Recruitment Resources

College Discipline
Recruitment Resource/ Organization / Association Website/ Resource Department Focus

1001 Consejos.com www.1001consejois.com/app/index.php Any Diversity

Ability Links www.abilitylinks.org Any General

Absolutely Health Care www.healthjobsusa.com/ Medicine Medicine

Academic Careers Online www.academiccareers.com Any Academic

Academic Diversity Search, Inc. www. Academicdiversity search.com/
Academic Employment Network www.academploy.com Any Academic

Academic Keys www.academickeys.com Any Academic

Academic Physician and Scientist www.aphysci.com Medicine Medicine

Academic Position Network www.apnjobs.com Any Academic

Academy of Criminal Justice Studies (ACJS) www.acjs.org/ CECH Criminal Justice

Accessible Employment www.accessibleemployment.org/ Any Inclusion

ACM's Women in Computing www.wome.acm.org Technology Women

http://www.myacpa.org/comm/aofye/index
ACPA Standing Committee for Women and Multicultural Affairs .cfm Any Women

Adjunct Nation www.adjunctnation.com Any Diversity

Advancing Women www.advancingwomen.com Any Women

Aerobics &
Aerobics and Fitness Association of America www.afaa.com Health Fitness

African American Times http://africanamericantimes.net Any African American

African Studies Association www.africanstudies.org/ Any African American

AfroGotham www.afrogotham.com Any African American

Alabama A&M University www.aamu.edu Any African American

Alabama State University www.alawu.edu Any African American

Albany State College www.asuram.edu Any African American

Alcorn State University www.alcorn.edu Any African American

Allen University www.allenuniversity.edu Any African American

Alliance of Professional Women www.apwcolorado.org Any Women

Environmental
American Academy for Environmental Engineers www.aaee.net/ CEAS Engineers
Physical Activities
American Academy for Physical Activity and Recreation www.aahperd.org/aapar/ Health & Recreation

Page | 39
 Arts &
American Academy of Arts and Sciences www.amacad.org/ Sciences General

American Academy of Audiology www.audiology.org/Pages/default.aspx Medicine Audiology

American Academy of Child and Adolescent Psychiatry www.aacap.org/ Medicine Psychiatry

Kinesiology &
American Academy of Kinesiology and Physical Education (AAKPE) www.aakpe.org/ Health Physical Ed

American Academy of Nurse Practioners www.aanp.org/AANPCMS2 Medicine Nursing

American Academy of Religion (AAR) www.aarweb.org/ A&S Religion

American Accounting Association (AAA) www.aaahq.org/ Business Accounting

American Alliance for Health, Physical Education, Recreation and Health, Physical
Dance (AAHPERD) www.aahperd.org/ Health Education,

American Alliance for Theatre and Education (AATE) www.aate.com/ CCM Theatre

American Anthropological Association (AAA) www.aaanet.org/ A&S Anthropology

Intellectual &
American Association of Intellectual and Developmental Disabilities www.aaidd.org/ Medicine Developmental

American Association for Adult and Continuing Education (AAACE) www.aaace.org/ CECH Education
American Association for Access, Equity & Diversity www.affirmativeaction.org/career Any Diversity
American Association for Advancement of Science www.aaas.org/ A&S Science

American Association for Applied Linguistics (AAAL) www.aaal.org/ A&S Linguistics

Clinical
American Association for Clinical Chemistry (AACC) www.aacc.org/Pages/default.aspx Medicine Chemistry

American Association for Geriatric Psychiatry www.aagponline.org/ Medicine Psychiatry

American Association of Hispanics in Higher Education www.aahhe.org/jobs Leisure and
American Association for Leisure and Recreation www.aahperd.org/aapar/ Health Recreation

American Association for Respiratory Care www.aarc.org/ Medicine Medicine

American Association for State and Local History www.aaslh.org/ A&S History

American Association for the Advancement of Science www.aaas.org/ A&S Science

American Association of Blacks in Higher Education www.blacksinhighered.org/ Any African American

American Association of Blood Banks www.aabb.org/ Medicine Hoxworth

Clinical
American Association of Clinical Chemistry www.aacc.org/ Medicine Chemistry
www.diversityweb.org/diversity_postings/
American Association of Colleges and Universities Diversity Web position_openings/submit/index.cfm Any Diversity
Teacher
American Association of Colleges for Teacher Education www.aacte.org/ Education Education

American Association of Colleges of Nursing www.aacn.nche.edu/ Medicine Nursing

American Association of Collegiate Registrars and Admissions Enrollment Registrars &
Officers (AACRAO) www.aacrao.org/ Mgmt Admissions

American Association of Engineering Societies www.aaes.org/ CEAS Engineering

A&S
American Association of Museums www.aam-us.org/ DAAP Museums

Page | 40
American Association of Philosophy Teachers (AAPT) www.philosophyteachers.org/ A&S Philosophy

American Association of Physical Anthropologists (AAPA) www.physanth.org/ A&S Anthropology

American Association of Physics Teachers (AAPT) www.aapt.org/ A&S Physics

American Association of Teachers of Arabic (AATA) www.aataweb.org/ A&S Arabic

American Association of Teachers of French (AATF) www.frenchteachers.org/ A&S French

American Association of Teachers of German (AATG) www.aatg.org/ A&S German

American Association of Teachers of Spanish and Portuguese www.aatsp.org/ A&S Spanish

American Association of University Professors www.aaup.org/aaup Any Diversity

American Association of University Women www.aauw.org/ Any Women

American Astronomical Society http://aas.org/ A&S Astronomy

American Baseball Coaches Association www.abca.org/ Athletics Sports

American Board of Medical Genetics www.abmg.org/ Medicine Genetics

www.americanboardofsportpsychology.or Sport
American Board of Sport Psychology (ABSP) g/ Athletics Psychology

American Business Women's Association www.abwa.org/ Any Women

American Ceramic Society www.ceramics.org/ DAAP Ceramics

Arts &
American Chemical Society www.chemistry.org/ Sciences Chemistry

American Choral Directors Association (ACDA) www.acda.org/ CCM Music

CECH
American College Counseling Association (ACCA) www.collegecounseling.org/ Student Counseling

American College Health Association (ACHA) www.acha.org/ Health General

American College of Medical Genetics www.acmg.net/ Medicine Genetics

American College of Radiology www.acr.org Medicine Radiology

American College of Sports Medicine www.acsm.org/ Medicine Sports Medicine

American College Personnel Association (ACPA) www.myacpa.org/ Any Diversity

American Corporate Counsel Association www.acca.com/ Law Law

American Council on Education www.acenet.edu/ Any Diversity

Exercise
American Council on Exercise www.acefitness.org/ Health Physiologists
Arts and Foreign
American Council on the Teaching of Foreign Languages (ACTFL) www.actfl.org/ Sciences Language
CECH/Stud
American Counseling Association www.counseling.org/ ent Affairs Counseling
Arts & Cultural
American Cultural Resources Association (ACRA) www.acra-crm.org/ Sciences Resource Mgmt

Page | 41
American Dialect Society www.americandialect.org/ A&S English

American Dietetic Association http://www.eatright.org/ Health Dietetics

American Economic Association (AEA) www.aeaweb.org/ Business Economics

Teacher
American Educational Research Association (AERA) www.aera.net/ Education Education

American Geographical Society (AGS) www.amergeog.org/default.asp A&S Geographers

American Geological Institute www.agiweb.org/ A&S Geology

American Geriatrics Society www.americangeriatrics.org/ Medicine Geriatrics

American Historical Association www.historians.org/ A&S History

American Hospital Association www.aha.org/ Medicine General

American
American Indian Higher Education Consortium www.aihec.org/ Any Indian
American
American Indian Jobs www.americanindianjobs.org Any Indian
American
American Indian Library Association www.ailanet.org/ Library Indian
A& S Science &
American Indian Science & Engineering Info Server www.nativnet.uthscsa.edu/ CEAS Engineering
A& S Science &
American Indian Science and Engineering Society (STEM) www.aises.org/ CEAS Engineering
Industrial
American Industrial Hygiene Association www.aiha.org/Pages/default.aspx Health Hygiene

American Institute of Architects www.aia.org/ DAAP Architecture

American Institute of Biological Sciences www.aibs.org/ A&S Biology

Chemical
American Institute of Chemical Engineers www.aiche.org/ CEAS Engineers

American Institute of Physics www.aip.org/ A&S Physics

American Jewish Historical Society (AJHS) www.ajhs.org/ A&S Jewish Studies

American Kinesiology Association (AKA) www.americankinesiology.org/ Health Kinesiology

American Legion, The www.americanlegion.com Any Diversity

American Library Association www.ala.org/ Library Library

American Marketing Association www.marketingpower.com/ Business Marketing

American Mathematical Society www.ams.org/ A&S Math

American Medical Athletic Association www.amaasportsmed.org/ Medicine Sports Medicine

American Medical Women's Association www.amwa-doc.org/ Medicine Women

Mental Health
American Mental Health Counselors Association www.amhca.org/ CECH Counselors

American Musicological Society www.sas.upenn.edu/music/ams/ CCM Music

Page | 42
American Musicological Society (AMS) www.ams-net.org/ CCM Music
Linguistic
American Philological Association (APA) www.apaclassics.org A&S Science

American Physical Society (STEM) www.aps.org/ A&S Physics

American Physiological Society (APS) www.the-aps.org/ A&S Life Sciences

American Planning Association www.planning.org/ DAAP Planning

Political
American Political Science Association (APSA) http://www.apsanet.org/ A&S Science

American Psychiatric Association http://www.psych.org/default.aspx/ Medicine Psychiatry

American Psychological Association www.apa.org/ A&S Psychology

American Psychological Society www.psychologicalscience.org/ A&S Psychology

School
American School Counselor Association http://www.schoolcounselor.org/ CECH Counselors

American Soc Assoc www.asanet.org/ A&S Sociology

American Society for Cell Biology www.ascb.org/ Medicine Cell Biology

American Society for Clinical Laboratory Science www.ascls.org/ Medicine Medicine

American Society for Engineering Education www.asee.org/ CEAS Engineering

American Society for Horticultural Science http://www.ashs.org/ DAAP Horticulture

American Society for Mass Spectrometry http://www.asms.org/ A&S Science

American Society for Microbiology www.asm.org/ Medicine Microbiology

American Society for Nutrition www.nutrition.org/ Health Nutrition

Civil
American Society of Civil Engineers (ASCE) www.asce.org/ CEAS Engineering

American Society of Criminology (ASC) www.asc41.com/ CECH Criminology

American Society of Diagnostic & Interventional Nephrology www.asdin.org/ Medicine Nephrology

Exercise
American Society of Exercise Physiologists (ASEP) www.asep.org/ Health Physiologists

American Society of Gene Therapy www.asgt.org/ Medicine Genetics

American Society of Hematology www.hematology.org/ Medicine Hoxworth

American Society of Human Genetics www.ashg.org/ Medicine Genetics

American Society of Interior Designers www.aid.org/ DAAP Interior Design

American Society of Landscape Architects www.asla.org/ DAAP Architecture

American Society of Mechanical Engineers International Board on Women
Minorities and Women www.asme.org/ CEAS Diversity

American Society of Plant Biologists (ASPB) www.aspb.org/ A&S Botany

Page | 43
 Public
American Society of Public Administration (ASPA) www.aspanet.org/scriptcontent/index.cfm A&S Administration
Accounting
American Society of Women Accountants www.aswa.org/ Business Women

American Sociological Association (ASA) www.asanet.org/ A&S Sociology

CECH Speech-
American Speech-Language-Hearing Association www.asha.org/ COAHS Language
www.amstat.org/index.cfm?fuseaction=m
American Statistical Association ain A&S Statistics

American String Teachers Association (ASTA) www.astaweb.com/ CCM Music

American Studies Association (ASA) www.theasa.net/ A&S History

American Swimming Coaches Association www.swimmingcoach.org/ Athletics Sports

American Volleyball Coaches Association www.avca.org/ Athletics Sports

America's Job Bank www.jobsearch.org/ Any Diversity

Anita Borg Institute www.anitaborg.org/ CEAS Computer

APPA www.appa.org/ DAAP Architecture

Religion
Arkansas Baptist College www.arkansasbaptist.edu A&S African American

ARRS - American Roentgen Ray Society www.arrs.org Medicine Radiology

Art Job Online www.artjob.org/ DAAP Art

Asian
Asian American Journalists Association (AAJA) www.aaja.org/ A&S Journalist

Asian American Psychological Association www.aapaonline.org/index.shtml A&S Psychology

Asian Jobs www.asianjobs.org Any Asian

Asian Pacific American Libraries Association www.apalaweb.org/ Libraries Asian

Asian
Asian Women in Business www.awib.org/ Business Women
Asian
Asian-Pacific Sociology Association www.asiapacific-sociology.org/ A&S Sociology

Asians in Higher Education (AHE) www.asiansinhighered.com/ Any Asian

Association for Applied and Clinical Sociology (AACS) www.asscsnet.org A&S Sociology

Association for Asian Studies (AAS) www.aasianst.org/ A&S Asian Studies

Association for Astronomy Education (AAE) A&S Astronomy

Behaviors &
Association for Behavioral and Cognitive Therapies (ABCT) www.abct.org/Home/ COAHS Cognitive
Association of Black Psychologists www.careercenter.abpsi.org A&S Computing-
Association for Computing Machinery (ACM) www.acm.org/ Technology Advance

Association for Continuing Higher Education (ACHE) www.acheinc.org/ Any Diversity

CECH/Stud
Association for Counselor Education and Supervision (ACES) www.acesonline.net/ ent Affairs Counseling

Page | 44
Association for Cultural Studies (ACS) www.cultstud.org/ A&S Cultural Studies
Association for Education in Journalism and Mass Communication A&S Journalism
(AEJMC) www.aejmc.org/ CECH Mass
CECH Educational
Association for Educational Communications and Technology http://www.aect.org/default.asp/ Nursing Technology
Leadership in
Association for Gender Equity Leadership in Education (AGELE) http://agele.org Any Education
CECH Gerontology
Association for Gerontology Education in Social Work http://www.agesocialwork.org Medicine Education
Institutional
Association for Institutional Research (AIR) http://www.airweb.org/ Research Research
Library &
Association for Library and Information Science Education (ALISE) http://www.alise.org/ Library Information
Business Mfg.
Association for Manufacturing Technology http://www.amtonline.org/ CEAS Technology

Association for the Advancement of Computing in Education http://www.aace.org/ Technology Computing

Association for the Study of Higher Education (ASHE) http://www.ashe.ws/ Any Diversity
Association for University and College Counseling Center Directors CECH
(AUCCCD) http://www.aucccd.org/ Student Counseling
Science
Association for Women Geoscientists (STEM) www.awg.org/ A&S Women
Architecture
Association for Women in Architecture http://www.awa-la.org/ DAAP Women
Communication
Association for Women in Communications www.womcom.org/ A&S Women
Computing
Association for Women in Computing http://www.awc-hq.org/home.html/ Technology Women
Mathematics
Association for Women in Mathematics (STEM) www.awm-math.org/ A&S Women
Science
Association for Women in Science (STEM) www.awis.org/ A&S Women
Association of Women Soil Scientists www.womeninsoils.org Horticulture Sports Media
Association for Women in Sports Media http://www.awsmonline.org/ Athletics Women
Association for Information Communications Information
Technology Professionals in Higher Education (ACUTA) http://www.acuta.org/wcm/acuta Any Technology

Association of American Geographers http://www.aag.org/ A&S Geographers

American
Association of American Indian Physicians http://www.aaip.org/ Medicine Indian

Association of American Medical Colleges www.aamc.org/ Medicine Medicine

http://www.aavmc.org/aavmc-programs-
Association of American Veterinary Medical College (AAVMC) and-initiatives/diversity.aspx Research Veterinary

Association of Ancient Historians (AAH) http://associationofancienthistorians.org/ A&S History

African
Association of Black Psychologists www.abpsi.org/ A&S American
Sociology
Association of Black Sociologists www.blacksociologists.org/ A&S African American

Association of College and Research Libraries http://www.ala.org/ACRLTemplate.cfm/ Library Library

Association of College and University Biology Educators http://www.acube.org/ A&S Biology

Association of College and University Housing Officers - University
International (ACUHO-I) http://www.acuho-i.org/ A&F Housing

Page | 45
Association of College Unions International (ACUI) http://www.acui.org/ College Unions

Association of Collegiate Schools of Architecture www.asca-arch.org/ DAAP Architecture

Facility
Association of Community College Facility Operations (ACCFO) http://www.accfo.org/ A&F Operations

Association of Community Health Nursing Educators www.uncc.edu/achne/ Nursing Nursing

Foreign
Association of Departments of Foreign Languages www.adfl.org/ A&S Language
Ecosystem
Association of Ecosystem Research Centers http://www.ecosystemresearch.org/ A&S Research

Association of Environmental and Engineering Geologists http://www.aegweb.org/ A&S Geologists

Association of Fraternity Advisors (AFA) http://www.fraternityadvisors.org/ Any Diversity

Association of Fundraising Professionals (AFP) http://www.afpnet.org/ A&F Fundraising

Association of Genetic Technologists www.agt-info.org/ Medicine Genetics

Association of Higher Education Facilities Officers (APPA) http://www.appa.org/index.cfm/ A&F Facilities

Information
Association of Information Technology Professionals (AITP) http://www.aitp.org/ Any Technology
Association of International Education Administrators (AIEA) International
Listserve www.aieaworld.org International Administrators
International
Association of International Educators - National Headquarters http://www.nafsa.org/ International Educators
Finance &
Association of Latino Professionals in Finance and Accounting http://www.alpfa.org/ Business Accounting

Association of Licensed Architects www.licensedarchitect.org/ DAAP Architecture

Association of Medical and Graduate Departments of Biochemistry
(AMGDB) http://www.amgdb.org/ Medicine Biochemistry

Association of Professional Researchers for Advancement (APRA) http://www.aprahome.org/ Research Researchers

Association of Research Libraries www.arl.org/ Library Library

Association of Schools of Allied Health Professionals http://www.asahp.org/ COAHS General

Association of University Programs in Health Administration Health
(AUPHA) http://www.aupha.org/ Medicine Administration

Association of University Technology Managers (AUTM) http://www.autm.net/Home.htm Technical Technology

Association on Higher Education and Disability http://www.ahead.org/ Any Diversity

Association on Writer's and Writing Programs www.awpwriter.org/default.htm/ A&S Language Arts

Athletic Equipment Managers Association http://www.equipmentmanagers.org/ Athletics Athletics

AthleticLink.com www.athleticlink.com/ Athletics Athletics

Attorney Jobs Online www.attorneyjobs.com/ Law Law

Aunt Minnie www.auntminnie.com Medicine Imaging

Australian Sociology Association, The www.tasa.org.au/about-tasa/advertising/ A&S Sociology

Page | 46
Barber-Scotia College www.b-su.edu Any African American

Benedict College www.benedict.edu Any African American

Bennett College www.bennett.edu Any African American

Best Diversity Employers www.bestdiversityemployers.com/ Any Diversity

Bethune Cookman College www.cookman.edu Any African American

Billboard Magazine and Berklee Music www.billboard.com/ CCM Music

Biochemical Society http://www.biochemistry.org/ Medicine Biochemical

BioView www.bioview.com/ A&S Biology

Bishop State Community College (2 yr) www.bscc.al.us/ Any African American

Black Business Professionals www.blackbusinessprofessionals.com Any African American

Black Caucus of the American Library Association http://www.bcala.org/ Library African American

Black Coaches and Administrators http://bcasports.cstv.com/ Athletics African American

Black College Sports http://www.blackcollegesports.org/ Athletics African American

Black Collegian, The www.blackcollegian.com/ Any African American

Black Data Processing Associates http://www.bdpa.org/ Technology African American

Black Tech Magazine http://www.blacktechmagazine.com/ Any African American

African American
Black Women Connect http://blackwomenconnect.com/ Any Women
African American
Black Women in Sport Foundation www.blackwomeninsportfoundation/ Athletics Women

Blacks in Government www.bignet.org/ Any African American

Blacks in Higher Education http://blacksinhighered.org/ Any African American

Blood Line www.bloodline.net/ Medicine Hoxworth

Bluefield State College www.bluefieldstate.edu Any African American

Arts &
Botanical Society of America www.botony.org/ Sciences Biology

Bowie State University www.bowiestate.edu Any African American

Broadcast Education Association (BEA) http://www.beaweb.org/ CCM Broadcasting

Building
Building Operating Management http://www.facilitiesnet.com/bom/ A&F Operations
Business Education Division of Association for Career and Technical
Education (ACTE) http://www.acteonline.org/bused.aspx Any Diversity

Campus Safety www.ncjrs.gov/campussafetyawareness/ A&F Campus Safety

Campus Technology www.campustechnology.com/ Technical Technology

Page | 47
Career Builder www.careerbuilder.com/ Any Diversity

Career Exchange www.careerexchange.com/ Technology Technology

Career Magazine www.careermag.com/ Any Diversity

Careers in Cancer Research www.cancercareers.org/ Medicine Cancer

CCNBMBAA www.ccnbmbaa.org Any Diversity

Central State University www.centralstate.edu Any African American

Charles Drew University of Medicine and Science www.cdrewu.edu Medicine Science

Chartered Institute of Library and Information Professionals (CILIP) http://www.cilip.org.uk/ Library Diversity
Arts &
Chemistry Education Association (CEA) http://www.cea.asn.au/Frontpage/ Sciences Chemistry
Arts &
Chemo www.chemsoc.org/ Sciences Chemistry

Cheyney University of Pennsylvania www.cheyney.edu Any Diversity

Chinese American Association of Cincinnati www.caacohio.org/ Any Diversity

Chinese American Librarians Association http://www.cala-web.org/ Library Diversity

Chinese Software Professionals Association http://www.cspa.com/index.php/ Technology Technology

Chemical
Chinese-American Chemical Society (CACS) http://www.cacshq.org/ CEAS Society

Chronicle of Higher Education www.chronicle.com/ Any Academic

Business
Chronicle of Philanthropy Job Bank www.philanthropy.com/ DAAP Philanthropy

Cincinnati Herald Newspaper www.thecincinnatiherald.com/ Any African American

CIO Wanted www.cio.com/ Technology Technology

Clafin College www.clafin.edu Any African American

Clark Atlanta University www.cau.edu Any African American

Clinical Outcomes Research Group http://www.rx.uga.edu/main/home/cas/cor Pharmacy Pharmacy

http://www.clinicalsocialworkassociation.o
Clinical Social Work Association (CSWA) rg COAHS Social Work

Clinton Junior College (2 yr) www.clintonjuniorcollege.edu Any African American

Coahoma Community College (2yr) www.coahomacc.edu Any African American

COBOL Jobs www.coboljobs.com/ Technology Technology

College and University Personnel Association (CUPA) http://www.cupahr.org/index.aspx/ Any Diversity

College Art Association (CAA) http://www.collegeart.org/ Any Diversity

http://nacda.collegesports.com/cabma/na
College Athletic Business Management Association cda-cabma.html/ Athletics Athletics

Page | 48
College Band Directors National Association (CBDNA) http://www.cbdna.org/ CCM Music

College Central Network www.collegecentral.com/ Any Diversity

Arts and
College English Association (CEA) http://cea-web.org/ Sciences English

College Grad.com www.collegegrad.com/ Any Diversity

Arts &
College Language Association (CLA) http://www.clascholars.org/ Sciences Language
CCM
College Media Advisers (CMA) http://www.collegemedia.org/ DAAP Media

College Music Society www.music.org/ CCM Music

College Recruiter.com www.collegerecruiter.com/ Any Diversity

College Sports Information Director of America http://www.cosida.com/ Athletics Sports

College Sports Video Association http://www.collegiatesportsvideo.com/ Athletics Sports

College Swimming Coaches Association of America http://www.cscaa.org/ Athletics Sports

Committee on Women in Science, Engineering, and Medicine CEAS &
(CWSEM) http://sites.nationalacademies.org/PGA/ Medicine Women
Committee of Institutional Cooperation “CIC” www.cic.net Any Diversity
Computer Jobs www.computerjobs.com/ Technology Technology
Committee on Advancement of Women in Chemistry http://coach.uoregon.edu/ STEM Sciences
Computer Work www.computerwork.com/ Technology Technology

Computer-Using Educators, Inc. (CUE) http://www.cue.org/ Technology Technology

Concordia College www.ccal.edu Any African American

Arts & Composition &
Conference on College Composition and Communication (CCCC) http://www.ncte.org/cccc/ Sciences/C Communication
Consortium of Higher Education Lesbian Gay Bisexual Transgender
Resource Professionals http://www.lgbtcampus.org/ Any Diversity

Consortium of Social Science Associations (COSSA) http://www.cossa.org/ CECH Social Science

Coppin State College www.coppin.edu Any African American

Corporate Diversity Search, Inc. www.corpdiversitysearch.com Any Diversity

Correctional Education Association (CEA) http://www.ceanational.org/index2.htm/ Any Diversity

Council for Advancement and Support of Education (CASE) http://www.case.org/ Any Diversity

Council for Opportunity in Education http://www.coenet.us/ Any Diversity

Facility
Council of Educational Facility Planners International http://www.cefpi.org/ A&F Operations

Council of Professors and Heads of Computing (CPHC) http://www.cphc.ac.uk/ Technology Computing

Arts &
Council of Public Relations Firms http://www.prfirms.org/index.cfm/ Science Public Relations

Council on Social Work Education http://www.cswe.org/ COAHS Social Work

Arts &
Cultural Studies Association (CSA) http://www.culturalstudiesassociation.org/ Sciences Cultural Studies

Page | 49
Dayton Hispanic Chamber www.daytonhispanicchamber.org/ Any Diversity

Delaware State University www.desu.edu Any African American

Denmark Technical College (2 yr) www.denmarktech.edu Any Diversity

Developers.net www.developers.net/ Technology Technology

CEAS Technology &
Dice www.dice.com Technology Engineering

Dillard University www.dillard.edu Any African American

Health
Directors of Health Promotion and Education https://www.netforumondemand.com/ Health Promotion &

Directory of Associations www.marketingsource.com/ A&S Sociology

Directory of Minority PhD, MFA, & MLS Candidates http://www.cic.uiuc.edu Any Diversity

Directory of Soc Assoc www.socioweb.com/ A&S Sociology

Disability Jobs www.disabilityjobs.org/ Any Diversity

Diverse Issues in Higher Education www.diverseeducation.com Any Diversity

Diverse Jobs http://diversejobs.net/ Any Diversity

Diversifying Higher Education Faculty in Illinois www.ibhe.state.il.us/DFI/download Engineering &
Diversity Careers in Engineering & Info Technology www.diversitycareers.com/ CEAS Info Technology
Diversity www.diversity.com Any
Diversity Inc. www.diversityinc.com/ Any Diversity

Diversity Life www.diversitylife.com/ Any Diversity

Diversity Link www.diversitylink.com/ Any Diversity

Diversity Web www.diversityweb.org/ Any Diversity

Diversity Working www.diversityworking.com/ Any Diversity

Earth Science Teachers' Association http://www.nestanet.org/ A&S Science

Education Writers Association (EWA) http://www.ewa.org/site/PageServer/ CECH Writers

Educational Online www.edonline.com Any Diversity

Educational Placement Service www.teacherjobs.com/ Any Diversity

Educational Theatre Association (EdTA) http://schooltheatre.org/ CCM Theatre

Edward Waters College www.ewc.edu Any African American

Elizabeth City State University www.ecsu.edu Any Diversity

EmplawyerNet www.emplawyernet.com/ Law Law

Employment Guide www.employmentguide.com/ Any Diversity

Engineer Job Search www.engineer500.com/ CEAS Engineering

Page | 50
Engineering Central www.engcen.com/ CEAS Engineering
Environmental
Environmental and Engineering Geophysical Society www.eegs.org/ CEAS & Engineering

Equal Opportunity Publications, Inc. www.eop.com/ Any Diversity

Equity Magazines www.equitymagazines.com/ Any Diversity

Arts &
European Sociology Association www.valt.helsinki.fi/esa/ Sciences Sociology

Exceptional Nurse www.exceptionalnurse.com/ Nursing Nursing

Faculty for the Future www.facultyforthefuture.org/ Any Diversity

Fayetteville State University www.uncfsu.edu Any African American

Federation of Chinese American and Chinese Canadian
Medical Societies http://www.fcmsdocs.org/ Medicine Asian

Feminist.com www.feminist.com/ Any Women

Fisk University www.fisk.edu Any African American

Florida A&M University www.famu.edu Any African American

Florida Memorial College www.fmuniv.edu Any African American

Foodservice
Foodservice Systems Management Education Council (FSMEC) http://www.fsmec.org/home.html/ A&F Mgmt

Fort Valley State University www.fvsu.edu Any African American

Forte Foundation www.fortefoundation.org Any Diversity
Forum on Education Abroad www.forumea.org/dialogue-jobs.cfm Any Diversity

Fraternity Executives Association http://fea-inc.org/ Any Diversity

Future Business Leaders of America-Phi Beta Lambda (FBLA-PBL) http://www.fbla-pbl.org/index.asp/ Business Diversity

Gay and Lesbian Medical Association http://www.glma.org/ Medicine Diversity

Genetic Society of America www.genetics-gsa.org/ Medicine Genetics

Geographic and Land Information Society http://www.glismo.org/ A&S Geography

Geography Education National Implementation Project (GENIP) http://genip.tamu.edu/ A&S Geography

Global Studies Association (GSA) http://www.net4dem.org/mayglobal/ A&S Global Studies

Science
Graduate Women in Science http://www.gwis.org/ A&S Women

Grambling State University www.gram.edu Any African American

Great Lakes Association of College and University Housing Officers
(GLACUHO) http://www.glacuho.org/ A&F Housing

Greater Cincinnati Chinese Chamber of Commerce www.china-midwest.com/ Any Asian

Greater Cincinnati Library Consortium http://www.libdex.com/ Library Library

Greater Cincinnati World Affairs Council www.cincyworldaffairs.org Any Diversity

Page | 51
Grey Room http://www.mitpressjournals.org/ DAAP Architecture
Group for the Advancement of Doctoral Education in Social Work
(GADE) http://www.gadephd.org/ COAHS Social Work

Hampton University www.hamptonu.edu Any African American

Harris-Stowe State College www.hssu.edu Any African American

Health eCareers www.healthecareers.com/ Medicine Medicine

Health Links www.healthlinks.com/ Medicine Medicine

Health Power for Minorities http://www.healthpowerforminorities.com/ Health Diversity

Help Wanted.com www.helpwanted.com/ Any Diversity

Hi Tech Job www.hitechjob.com/ Technical Technology

Hieros Gamos www.hierosgamos.org/ Law Law

Higher Education Jobs www.higheredjobs.com/ Any Diversity

Hinds Community College www.hindscc.edu/ Any African American

Hire disAbility Solutions LLC www.hireds.com/ Any Diversity

Hire Diversity www.hirediversity.com/ Any Diversity

Hire Potential www.hirepotential.com/ Any Diversity

Hispanic Association of Colleges and Universities http://www.hacu.net/hacu/ Any Hispanic

Hispanic Employment Program www.hepm.org Any Hispanic

Hispanic Jobs www.hispanicjobs.org Any Hispanic

Hispanic National Bar Association http://www.hnba.com/ Law Hispanic

Hispanic Outlook in Higher Education www.Hispanicoutlook.com Any Hispanic

Hispanics in Higher Education (HHE) http://hispanicsinhighered.com/ Any Hispanic

Historically Black Colleges & Universities Career http://hbcu.com/ Any African American
Arts and
H-Net www.h-net.org/ Sciences Humanities

Hot Jobs www.hotjobs.yahoo.com/ Any Diversity

Howard University www.howard.edu Any African American

Molecular
Hum-Molgen Bioscience and Medicine http://www.hum-molgen.de/ Medicine Genetics

Huston-Tillotson College www.htu.edu Any African American

Ice Skating Institute http://www.skateisi.com/site/ Athletics Sports

http://www.computer.org/portal/web/guest Computer
IEEE Computer Society /home Technology Technology

Page | 52
 http://www.ieee.org/membership_services Engineering
IEEE Women in Engineering /membership/women/index.html/ CEAS Women

IM Diversity www.imdiversity.com/ Any Diversity

Indiana Music Educators Association (IMEA) http://www.imeamusic.org/ CCM Music

Indian-American Chamber of Commerce, Greater Cincinnati www.indianchambercincinnati.org/ Any Diversity

Inside Higher Ed http://www.insidehighered.com/ Any Diversity

http://www.insightintodiversity.com/index.
Insight into Diversity php Any Diversity

Institute for Diversity in Health Care Management www.diversityconnection.com/ Medicine Health Care
Electrical &
Institute of Electrical & Electronic Engineers www.ieee.org/ CEAS Electronic
Food
Institute of Food Technologists http://www.ift.org A&F Technologists

Interdenominational Theological Center www.itc.edu A&S Religion

Interior Design Educators Council www.idec.org/ DAAP Interior Design

International Association for Management of Technology (IAMOT) http://www.iamot.org/ Technical Technology

International Association for the History of Religions (IAHR) http://www.iahr.dk/default.html A&S Religion

International Association of Applied Linguistics (AILA) http://www.aila.info/ A&S Linguistics

International Association of Applied Psychology (IAAP) http://www.iaapsy.org/ A&S Psychology

International Association of Campus Law Enforcement Law
Administrators (IACLEA) http://www.iaclea.org CECH Enforcement
International Association of Chiefs of Police - University/College http://www.theiacp.org/About/Governance Law
Police Section /Sections/UniversityCollegePoliceSection/ CECH Enforcement

International Association of Jazz Educators http://www.apassion4jazz.net/iaje.html/ CCM Jazz Music

International Association of Schools of Social Work (IASSW) http://www.iassw-aiets.org/ COAHS Social Work
International Association of Teachers of English as a Foreign
Language (IATEFL) http://www.iatefl.org/ A&S English
Medicine Neuroscience &
International Behavioral Neuroscience Society http://www.ibnshomepage.org/ A&S Psychology

International Center of Greater Cincinnati www.internationalcincy.org Any Diversity

Arts and
International Council of Associations for Science Education (ICASE) http://www.icaseonline.net/index.html Sciences Science
Digital Media &
International Digital Media and Arts Association (iDMAa) http://www.idmaa.org/ A&S Arts

International Drama/Theatre and Education Association (IDEA) http://idea-org.net/ CCM Drama/Theatre

International Economic Association (IEA) http://www.iea-world.com/ Business Economics

International Federation of Library Associations http://www.ifla.org/ Library Diversity

International Federation of University Women (IFUW) www.ifuw.org/ Any Women

International Fitness Professionals Association http://www.ifpa-fitness.com/ Health Fitness

Page | 53
 http://www.biostat.wustl.edu/~genetics/ige
International Genetic Epidemiology Society s/ Medicine Genetics

International Hearing Society http://ihsinfo.org/IhsV2/Home/Index.cfm/ Medicine Audiology

International Inst of Sociology, The www.iisoc.org/ A&S Sociology

International Interior Design Association www.iida.org/ DAAP Interior Design

Women
International Network of Women Engineers and Scientists http://www.inwes.org/index.asp/ CEAS Scientists
Political
International Political Science Association (IPSA) http://www.ipsa.org/ A&S Science

International Reading Association www.reading.org/ A&S Language Arts

International Rural Sociology Association http://www.irsa-world.org A&S Sociology

International School Psychology Association (ISPA) http://www.ispaweb.org/ A&S Psychology

International Society for Technology in Education www.iste.org/ Technology Technology

International Society of Nurses in Genetics www.isong.org/ Medicine Genetics

International Sociology Association www.isa-sociology.org/job.htm/ A&S Sociology

International
International Studies Association (ISA) http://www.isanet.org/ International Studies

International Technology Education Association (ITEA) http://www.iteaconnect.org/ Technical Technology

Biochemistry &
International Union of Biochemistry and Molecular Biology (IUBMB) http://www.iubmb.org/ A&S Biology

Internet Engineering Center www.interec.net/ CEAS Engineering

IT Careers http://www.computer-world.com/ Technology Technology

J.F. Drake State Technical College www.dstc.cc.al.us/ Any African American

Jackson State University www.jsumo.edu Any African American

Jarvis Christian College www.jarvis.edu Any African American

Job Resource www.thejobresource.com/ Any Diversity

Jobs for PhDs http://jobs.phds.org/ Any Diversity

Jobs for Programmers www.prgjobs.com/ Technology Technology

Jobs in Higher Education www.academic360.com Any Diversity

Libraries & Info
Jobs in Library and Information Technology http://www.ala.org/ Library Technology

Jobs In Sports.com www.jobsinsports.com/ Athletics Athletics

Jobs Online www.jobsonline.com Any Diversity

Jobs.net www.jobs.net/ Any Diversity

Johnson C. Smith University www.jcsu.edu Any African American

Page | 54
Journal of Blacks in Higher Education www.jbhe.com Any African American

Journal of Clinical Oncology www.jco.org/ Medicine Cancer

Journal of Pharmaceutical Science www.aphanet.org/ Pharmacy Pharmacy

Journal of the American Pharmacists Association www.aphanet.org/ Pharmacy Pharmacy

Journalism
Journalism & Women Symposium http://www.jaws.org/ A&S Women

Justice Studies Association (JSA) http://www.justicestudies.org/ CECH Justice Studies

Kentucky State University www.kysu.edu Any African American

Kforce www.kforce.com/ Any Diversity

Knoxville College www.knoxvillecollege.edu Any African American

Lane College www.lanecollege.edu Any African American

Langston University www.langstononline.edu Any African American

http://lasa.international.pitt.edu/eng/index. Arts & Latin American
Latin American Studies Association (LASA) asp/ Sciences Studies
Latinos in Higher Ed www.latinosinhighered.com Any Hispanic
Latinos Dayton - Hispanic community organizations in Dayton, Ohio www.latinodayton.org/community.html/ Any Hispanic

Latpro www.latpro.com/ Any Diversity

Law Info Employment Center www.jobs.lawinfo.com/ Law Law

Law Jobs www.lawjobs.com or www.law.com/ Law Law

Lawson State Community College www.lawsonstate.edu Any African American

League of United Latin American Citizens-Cincinnati Chapter(LULAC) www.lulaccincinnati.com Any Hispanic

Lemoyne-Owen College www.loc.edu Any African American

Lewis College of Business www.lewiscollege.edu Business African American

http://www.ala.org/ala/mgrps/divs/lita/inde Libraries & Info
Library and Information Technology Association (LITA) x.cfm Library Technology

Lincoln University in Jefferson City, MO www.lincolnu.edu Any Diversity

Lincoln University PA www.lincoln.edu Any African American

Linguistic Society of America (LSA) http://www.lsadc.org/index.cfm/ A&S Linguistics

Livingstone Coolege www.livingstone.edu Any Diversity

Lucas Group, The www.lucascareers.com/ Any Diversity

Mary Holmes College www.maryholmes.edu Any African American

Mathematical Association of America STEM www.maa.org/ A&S Mathematics

Media,
Media, Communication and Cultural Studies Association (MeCCSA) http://www.meccsa.org.uk/ A&S Communication

Page | 55
Medical Library Association http://www.mlanet.org/ Medicine Library

Meharry Medical College www.mmc.edu Medicine African American

Mellon Minority Undergraduate Fellowship Program www.mmuf.org Any Diversity

Mid-American Greek Council Association (MGCA) http://www.mgca.org/ Any Diversity

Arts & Middle East
Middle East Studies Association (MESA) http://www.mesa.arizona.edu/ Sciences Studies

Midwest Association of Colleges and Employers (MWACE) http://www.mwace.org/ Any Diversity

Midwest Economics Association (MEA) http://web.grinnell.edu/mea/ Business Economics

Arts & Political
Midwest Political Science Association (MPSA) http://www.mpsanet.org/ Sciences Science

Midwestern Criminal Justice Association (MCJA) http://www.mcja.org/ CECH Criminal Justice

Miles College www.miles.edu Any African American

www.ama-assn.org/ama/pub/about-
Minority Affairs - American Medical Association ama/our-people/member-gr... Medicine Medicine
Diversity
Minority Executive Search (and Women) www.minorityexecsearch.com Any Women

Minority Faculty Applicant Database http://theacademicnetwork.org/mfad.html Any Diversity

Minority MBAs http://www.minoritymbas.com/ Any Diversity

Minority Nurse www.minoritynurse.com/ Nursing Nursing

Minority Post Doc www.minoritypostdoc.org/ Any Diversity

Minority Scholar SREB ListServ http://dspdirectory.sreb.org/Default.aspx Any Diversity

Mississippi Valley State University www.mvsu.edu Any African American

Arts & Foreign
Modern Language Association (MLA) www.mla.org/ Sciences Language

Monster for Employers www.media.monster.com/id/hiring.html/ Any Diversity

Monster.Com www.monster.com/ Any Diversity

Morehouse College www.morehouse.edu Any African American

Morehouse School of Medicine www.msm.edu/ Medicine African American

Morgan State University www.morgan.edu/ Any African American

Morris Brown College www.morrisbrown.edu/ Any African American

Morris College www.morris.edu/ Any African American

MSN Latino www.latino.msn.com Any HIspanic

Multicultural Advantage, The www.multiculturaladvantage.com/ Any Diversity

www.multiculturalwomenscouncil.or/home Diversity
Multicultural Women's Council .php Any Women

Page | 56
Music for All http://www.musicforall.org/ CCM Music

Music Jobs www.music-jobs.com/ CCM Music

Music Teachers National Association www.mtna.org/ CCM Music

NAACP http://www.naacp.org/home/index.htm/ Any African American

NACElink Network http://www.nacelink.com/ Any Diversity

NAFSA: Assoc of Int'l Educators Recruitment, Admissions &
Preparation levinson@american.edu Any Diversity

NASPA Knowledge Communities www.naspa.org Any Diversity

Nat’l Assoc of Collegiate Women Athletic Admin http://www.nacwaa.org/index.php/ Athletics Athletics

Nation Job- Computer Software/Systems http://www.nationjob.com/computers/ Technology Technology

Nation Jobs www.nationjobs.com/ Any Diversity

Nation Jobs- Legal http://www.nationjob.com/legal/ Law Law

National Academic Advising Association (NACADA) http://www.nacada.ksu.edu/ Any Diversity

National Academy of Engineering http://www.nae.edu/ CEAS Engineering

Arts &
National Academy of Sciences http://www.nasonline.org/site/PageServer/ Sciences Sciences

National Academy of Sports Medicine http://www.nasm.org/ Medicine Sports Medicine

National Action Council for Minorities in Engineering http://www.nacme.org/ CEAS Engineering

National Alliance for Musical Theatre (NAMT) http://namt.org/ CCM Musical Theatre

National Alliance of African American Athletes http://www.naaaa.com/ Athletics African American

National Alliance of Black School Educators www.nabse.org/ Any African American

National Art Education Association http://www.naea-reston.org/ DAAP Art

National Asian Pacific Islander American Panhellenic Association
(NAPA) http://www.napa-online.org/ Any Diversity

National Asian Women's Health Organization http://www.nawho.org/ Health Diversity

National Assoc for Equal Opportunity in Higher Ed www.nafeo.org/ Any Diversity

National Association for Addiction Professionals http://www.naadac.org/ Health Addiction

http://www.nabe.org/ A&S Bilingual
National Association for Bilingual Education (NABE) CECH Education
National Association of Black Geologists and Geophysicists STEM www.nabggcareers.blogspot.com Student Campus
National Association for Campus Activities (NACA) http://www.naca.org/Pages/Home.aspx/ Affairs Activities
Enrollment Admissions
National Association for College Admissions Counseling (NACAC) http://admin.nacacnet.org/ Mgmt Counseling

National Association for Developmental Education www.nade.net/ Any Diversity

National Association for Ethnics Studies www.ethnicstudies.org Any Environmental
National Association for Environmental Education (NAEE) http://www.naee.org.uk/ CEAS Education

Page | 57
 Sports
National Association for Girls and Women in Sport http://www.aahperd.org/nagws/ Athletics Women
Student Student
National Association for Managers of Students Services in Colleges http://www.namss.ac.uk/ Affairs Services

National Association for Multi-Ethnicity in Communications http://www.namic.com/ A&S Communications

National Association for Music Educators, The www.menc.org/ CCM Music

Sports &
National Association for Sport and Physical Education http://www.aahperd.org/naspe/ Athletics Physical

National Association for the Education of Young Children http://www.naeyc.org/ Any Diversity

National Association of Advisors for the Health Professions (NAAHP) http://www.naahp.org/ Health Diversity

National Association of African Americans in Human Resources http://www.naaahr.us/ Any African American

National Association of Basketball Coaches http://www.nabc.org/ Athletics Basketball

Arts and
National Association of Biology Teachers www.nabt.org/ Sciences Biology
Accounting
National Association of Black Accountants www.nabainc.jobcontrolcenter.com/ Business African American

National Association of Black Geologists and Geophysicists http://www.nabgg.com A&S African American
Arts &
National Association of Black Journalists http://www.nabj.org/about/index.php/ Sciences African American

National Association of Black Social Workers http://www.nabsw.org/ COAHS African American

National Association of Black Sports Professionals http://nabsp.com/first.html/ Athletics African American

National Association of College & University Food Services (NACUFS) http://www.nacufs.org/i A&F Food Services

National Association of College and University Attorneys (NACUA) http://www.nacua.org/ Law Attorneys
Business
National Association of College and University Business Officers (NACUBO) ttp://www.nacubo.org/ Business Officers

National Association of College and University Residence Halls (NACURH) http://www.nacurh.org/ A&F Resident Halls

National Association of Colleges and Employers (NACE) www.naceweb.org/home.aspx Any Diversity

National Association of Collegiate Athletic Directors http://www.nacda.com/ Athletics Directors

National Association of Collegiate Women Athletic Administrators http://www.nacwaa.org/ Athletics Administrators

National Association of Deans and Directors of Schools of Social Work http://www.naddssw.org/ COAHS Social Work
Educational
National Association of Educational Procurement (NAEP) www.naepnet.org/ A&F Procurement
Arts and
National Association of Geoscience Teachers http://nagt.org/index.html/ Sciences Geoscience
Enrollment Graduate
National Association of Graduate Admissions Professionals (NAGAP) http://www.nagap.org/home/index.asp/ Mgmt Admissions
Services
National Association of Health Services Executives https://www.netforumondemand.com/ Health Executives
Arts &
National Association of Hispanic Journalists http://www.nahj.org/ Sciences HIspanics

National Association of Intercollegiate Athletics www.naia.org/ Athletics Athletics

Page | 58
National Association of Kinesiology & Physical Education in Higher Kinesiology &
Education (NAKPEHE) http://www.nakpehe.org/index.html/ Health Physical

National Association of Latino Fraternal Organizations (NALFO) http://www.nalfo.org/ Any Hispanic

National Association of Mathematics http://www.math.buffalo.edu/ A&S Mathematics

National Association of Multicultural Engineering Program Engineering
Advocates, Inc. www.namepa.org/ CEAS Diversity

National Association of Professional Women (NAPW) www.napw.com Any Women

National Association of Professors of Hebrew (NAPH) http://vanhise.lss.wisc.edu/naph/ A&S Hebrew Studies

National Association of Puerto Rican/Hispanic Social Workers www.naprhsw.org Any School
National Association of School Psychologists (NASP) www.nasponline.org/ CECH Psychologists

National Association of Schools of Theatre (NAST) nast.arts-accredit.org CCM Theatre

National Association of Social Workers http://www.helpstartshere.org/ COAHS Social Work

Special
National Association of Special Education Teachers (NASET) www.naset.org CECH Education
Sports
National Association of Sports Public Address Announcers http://naspaa.net/ Athletics Announcers
National Association of Student Financial Aid Administrators Student Student
(NASFAA) http://www.nasfaa.org/Home.asp/ Affairs Financial Aid
Student Student
National Association of Student Personnel Administrators (NASPA) http://www.naspa.org/ Affairs Personnel Adm

National Association of Teachers of Singing (NATS) www.nats.org/ CCM Voice

Construction
National Association of Women in Construction http://www.nawic.org/ A&F Women

National Athletic Trainers Association http://www.nata.org/ Athletics Trainers

National Black Data Processing Associates www.bdpa.com Technology Technology

National Black MBA Association www.nbmbaa.org/ Any African American

National Black Nurses Association www.nbna.org/ Nursing African American

National Black Police Association http://www.blackpolice.org/ CECH African American

African American
National Black Women's Network http://www.nbwn.org/ Any Women
CECH/Stud
National Board for Certified Counselors http://www.nbcc.org/ ent Affairs Counselors

National Business Education Association (NBEA) http://www.nasponline.org/ Any Diversity

National Coalition for Women and Girls in Education (NCWGE) http://www.ncwge.org/ Any Diversity
National Coalition of Underrepresented Racial and Ethnic Advocacy Engineering &
Groups in Engineering and Science http://www.ncourages.org/ CEAS Science

National Collegiate Athletic Association www.ncaa.org/ Athletics Athletics

National Consortium for Graduate Degrees for Minorities in Engineering &
Engineering and Science, Inc. (GEM Consortium) http://www.gemfellowship.org/home/ CEAS Science

National Council for Continuing Education and Training (NCCET) http://www.nccet.org/networking/ Any Diversity
Geographic
National Council for Geographic Education (NCGE) http://www.ncge.org/ A&S Education

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National Council for History Education (NCHE) http://www.nche.net/index.html/ A&S History

National Council for the Social Studies http://www.socialstudies.org/ A&S Social Studies

National Council of Teachers of English www.ncte.org/college/ A&S Language Arts

National Council of Teachers of Mathematics www.nctm.org/ A&S Mathematics

Family
National Council on Family Relations http://www.ncfr.org/ Relations

National Council on Public History www.ncph.org/ A&S History

National Dance Education Organization (NDEO) http://www.ndeo.org/ CCM Dance

National Economic Association (NEA) http://www.neaecon.org/index.htm/ Business Economics

National Field Hockey Coaches Association http://www.nfhca.org/ Athletics Hockey

National Foundation for Teaching Entrepreneurship (NFTE) http://www.nfte.com/splash.asp/ Any Diversity

National Hispanic Medical Association http://www.nhmamd.org/ Medicine Diversity

Trades,
National Institute for Women in Trades, Technology and Science http://www.iwitts.com/ CECH Technology &

National League of Nursing www.nln.org/ Nursing Nursing

National Medical Association www.nmanet.com/ Medicine Medicine

National Multicultural Greek Council, Inc. (NMGC) http://nationalmgc.org/ Any Diversity

National Organization of Minority Architects www.noma.net/ DAAP Architecture

Nat’l Org. Prof. Advancement of Black Chemists & Black Eng. STEM www.nobcche.org Student Student
National Orientation Directors Association http://noda.orgsync.com/ Affairs Orientation

National Panhellenic Conference (NPC) http://www.npcwomen.org/ Any Diversity

Recreation &
National Recreation and Park Association http://www.nrpa.org/ A&F Parks
National Registry of Diverse & Strategic Faculty * OEOA has
password http://www.theregistry.ttu.edu/ Any Diversity
National Resource Center for The First-Year Experience and Student Student
Students in Transition http://www.sc.edu/fye/ Affairs Transition
A&S Science &
National Science Foundation www.nsf.gov/sbe/srs/ssed/sart.htm CEAS Engineering

National Science Teachers Association www.nsta.org/ A&S Science

National Soccer Coaches of American Association http://www.nscaa.com/ Athletics Soccer

National Society for Hispanic Professionals http://network.nshp.org Any Hispanic

African American
National Society of Black Engineers STEM www.nsbe.org/ CEAS Engineering
African American
National Society of Black Physicists STEM http://www.nsbp.org/ A&S Physicists

National Society of Genetic Counselors www.nsgc.org/ Medicine Genetics

National Society of Hispanic MBAs www.nshmba.org/ Any Hispanic

Page | 60
National Society of Professional Engineers (NSPE) http://www.nspe.org/index.html/ CEAS Engineers

National Sports Employment News www.sportsemploymentnews.com/ Athletics Athletics

National Strength and Conditioning Association http://www.nsca-lift.org/ Athletics Athletics

DAAP Architecture
National Technical Association, Inc www.ntaonline.org CEAS Engineering

National Urban League www.nul.org/ Any Diversity

Women's
National Women's Studies Association www.nwsa.org/ A&S Studies
Women's
National Women's Studies Association (NWSA) http://www.nwsa.org/ A&S Studies
Native American Jobs www.nativeamericanjobs.com Native
Native Web www.nativeweb.org/ A&S American

Nat'l Assoc of Collegiate Directors of Athletics http://nacda.collegesports.com/ Athletics Athletics

African American
Nat'l Center for the Adv. Of Blacks in Health Prof www.ama-assn.org/ama/pub/about-ama/ Medicine Medicine
Medicine Medicine and
Nature www.nature.com/ A&S Science

Nemnet Minority Recruitment www.nemnet.com/ Any Diversity

Nephrology Physician Site www.nephcareer.com Medicine Nephrology

Net Temps www.net-temps.com/ Any Diversity

Norfolk State University www.nsu.edu Any African American

North American Association for the Study of Religion (NAASR) http://www.naasr.com/ A&S Religion

North Carolina Agricultural & Technical State University www.ncat.edu Any African American

North Carolina Central University www.nccu.edu Any African American

North Central Soc Assoc www.ncsanet.org/ A&S Sociology

North-American Interfraternity Conference (NIC) http://www.nicindy.org/ Any Diversity

Nurse Week www.nurseweek.com/ Nursing Nursing

Nursing Spectrum www.nursingspectrum.com/ Nursing Nursing

Oakwood College www.oakwood.edu Any African American

Office of Minority Health www.omhrc.gov/ Medicine Health Care

Ohio Commission on Hispanic/Latino Affairs www.ochla.ohio.org Any Diversity

Ohio Educational Library Media Association www.oelma.org/ Library Library

Ohio International Consortium Listserv www.uc.edu/international/oic.html Any Diversity

Ohio Library Council www.olc.org/ Library Library

A&S
Ohio Museums Association http://www.ohiomuseums.org/ DAAP Museums

Page | 61
Ohio Music Educators Association www.omea-ohio.org/ CCM Music

Ohio Net www.ohionet.org/ Library Library

Optics.org www.optics.org/ CEAS Optics

Organization Communication & Information Systems Academy of Information
Management (AOM) ocis.aomonline.org/ Any Technology &

Organization of American Historians www.oah.org/ A&S History

Organization of Black Designers www.obd.org/ DAAP African American

Paine College www.paine.edu Any African American

Business Philanthropic
Partnership for Philanthropic Planning http://www.pppnet.org/ DAAP Planning

Paul Quinn College www.pqc.edu Any African American

Pharmacist.com www.pharmacist.com/ Pharmacy Pharmacy

Teacher
Phi Delta Kappa www.pdkintl.org/ Education Education

Philander Smith College www.philander.edu Any African American

Physician Jobs Plus www.physiciansjobsplus.com/ Medicine Medicine

Physics Web http://physicsworld.com/ A&S Physics

Physics &
PhysLink.com (Physics & Astronomy Online) http://www.physlink.com/Index.cfm A&S Astronomy

PostDoc Jobs http://www.post-docs.com/ Any Post Docs

Prairie View A&M University www.pvamu.edu Any African American

Professional Grounds Management Society http://www.pgms.org/ A&F Grounds Mgmt

Psych Temps www.psychtemps.com/ A&S Psychology

Psychology Information Online www.psycholgyinfo.com/ A&S Psychology

Psychwatch.com www.psychwatch.com/ A&S Psychology

Public Relations
Public Relations Society of America (PRSA) http://www.prsa.org/ A&S &Communicatio

Queen City Jobs www.queencityjobs.com/ Any Diversity

Radiological Society of North America www.careers.rsna.org/ Medicine Radiology

Radiology Magazine www.radiology.rsna.org/ Medicine Radiology

REFORMA http://www.reforma.org/ Library Diversity

Registry of Interpreters for the Deaf http://www.rid.org/ Health Interpreters

Arts &
Rhetoric Society of America (RSA) http://associationdatabase.com/ Sciences Communications
Science,
Rice University Advance Database http://www.advance.rice.edu/ Diversity Engineering,

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Rural Sociological Society (RSS) http://ruralsociology.org/ A&S Sociological

Rust College www.rustcollege.edu Any African American

Saint Paul's College www.saintpaulnet.com Any African American

Savannah State University www.savannahstate.edu Any African American

Scholarly Hires www.scholarlyhires.com Any Diversity

School Social Work Association of America (SSWAA) http://www.sswaa.org/ COAHS Social Work
Medicine Medicine
Science www.sciencemag.org/ A&S Science

Science Careers www.sciencejobs.com/ A&S Science

Science Magazine Online- Computer Science www.sciencecareers.com/ Technology Technology

Selma University www.selmauniversity.org Any African American

Shaw University www.shawuniversity.edu Any African American

Shelton State Community College (2 yr) www.sheltonstate.edu Any African American

Shorter College www.shorter.edu Any African American

Sigma XI http://www.sigmaxi.org/ Any Diversity

Arts & Science and
Soc for Ad of Chicanos & Native Americans in Science www.sacnas.org/ Sciences Engineering

Social Science History Association (SSHA) http://www.ssha.org/ CECH Social Science

Society for Advancement of Chicanos and Native Americans in Arts &
Science (SACNAS) STEM http://www.sacnas.org/ Sciences Science
Arts &
Society for American Archaeology (SAA) http://www.saa.org/ Sciences Archaeology
Applied
Society for Applied Learning Technology (SALT) http://www.salt.org/ Learning
Cinema &
Society for Cinema & Media Studies (SCMS) http://www.cmstudies.org/ CCM Media Studies

Society for College and University Planning http://www.scup.org/page/index/ DAAP Planning

Developmental
Society for Developmental Biology http://www.siam.org/ Medicine Biology

Society for Foodservice Management http://www.sfm-online.org/ A&F Foodservice

Arts &
Society for Historical Archaeology (SHA) http://www.sdbonline.org/ Sciences Archaeology
Arts &
Society for History Education http://historyofeducation.org/ Sciences History
Society for Hispanic Professional Engineers STEM www.national.shpe.org STEM Engineering
Society for Industrial and Applied Mathematics (SIAM) www.siam.org/ A&S Mathematics
Arts & Linguistic
Society for Linguistic Anthropology (SLA) http://linguisticanthropology.org/ Sciences Anthropology

Society for Nutrition Education http://www.sne.org/ Health Nutrition

Technical
Society for Technical Communication http://www.stc.org/ Technical Communication

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Society for the Teaching of Psychology (STP) http://teachpsych.org/ A&S Psychology

Society of American Registered Architects www.sara-national.org/ DAAP Architecture

Society of Architectural Historians www.sah.org/ DAAP Architecture

Biblical
Society of Biblical Literature (SBL) http://www.sbl-site.org/ A&S Literature

Society of Building Science Educators www.sbse.org/ DAAP Architecture

Society of Hispanic Professional Engineers http://oneshpe.shpe.org/ CEAS Engineering

Society of Manufacturing Engineers http://www.sme.org/ CEAS Engineering

Society of Mexican American Engineers & Scientists www.maes-natl.org/ CEAS Engineering

Society of Women Engineers STEM Engineering
www.societyofwomenengineers.org/ CEAS Women

Society of Women Geographers http://www.iswg.org/ A&S Geographers

Sociologists for Women in Sociology www.socwomen.org/index.php/ A&S Sociology

Sociology Faculty, University of Colorado socsci.colorado.edu/SOC/ A&S Sociology

South Asian Public Health Association http://www.sapha.org/ Medicine Public Health

South Carolina State University www.scsu.edu Any African American

Southern Academy of Women in Physical Activity, Sport, and
Health, Inc. (SAWPASH) http://personal.georgiasouthern.edu/ Health Women

Southern University and Agricultural and Mechanical College www.subr.edu Any African American

Southern University, New Orleans www.suno.edu Any African American

Southern University, Shreveport www.susla.edu Any African American

Southwestern Christian College www.swcc.edu Any African American

Special Libraries Association www.sla.org/ Library Library

Spelman College www.spelman.edu Any African American

St. Augustine's College www.st-aug.edu Any African American

CECH Educational
State Educational Technology Directors Association (SETDA) http://www.setda.org/ Nursing Technology

Stillman College www.stillman.edu Any African American

Talladega College www.talladega.edu Any African American

Teachers of English to Speakers of Other Languages, Inc. (TESOL) http://www.tesol.org/ A&S English
Teacher
Teachers-Teachers www.teachersteachers.com/ Education Education

Team Work Online www.teamworkonline.com/ Athletics Athletics

Tech Employment www.techemployment.com/ Technical Technical

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Tech-Centric www.tech-centric.net/ Technology Technology
Technology for
Technology for Music Education (TI:ME) http://www.ti-me.org/ CCM Music
Telecommunica
Telecommunications Industry Association http://www.tiaonline.org/ A&F tions

Tennessee State University www.tnstate.edu Any African American

Terra hhttp://terra.com Any Diversity

Texas College www.texascollege.edu Any African American

Texas Southern University www.tsu.edu Any African American

Arts & Classical
The American Classical League (ACL) http://www.aclclassics.org/ Sciences Languages
Arts &
The American Philosophical Association (APA) http://www.apaonline.org/ Sciences Philosophical
The Asian and Pacific Association for Social Work Education
(APASWE) http://www.apaswe.info/ COAHS Social Work
The Association for Gender Research, Education, Academia & Arts & Gender
Action (AGREAA) http://www.agreaa.org/ Sciences Research

The Association for Gerontology Education in Social Work (AGESW) http://www.agesw.org/ COAHS Social Work
Arts & Middle East
The Association for Middle East Women’s Studies (AMEWS) http://www.amews.org/site/ Sciences Women's
Student Student
The Association for Student Conduct Administration (ASCA) http://www.theasca.org/ Affairs Conduct

The Association for Theatre in Higher Education (ATHE) http://www.athe.org/ CCM Theatre

The Association of Art Historians (AAH) http://www.aah.org.uk/ DAAP Art Historians

The Association of Baccalaureate Social Work Program Directors
(BPD) http://www.bpdonline.org/ COAHS Social Work
Facilities
The Association of Higher Education Facilities Officers (APPA) http://www.appa.org/ A&F Officers
The Association to Advance Collegiate Schools of Business
(AACSB International) http://www.aacsb.edu/ Business General

The Black Collegian http://www.blackcollegian.com/ Any African American

The Campus Safety, Health, and Environmental Management Safety/Environ
Association (CSHEMA) http://www.cshema.org/ A&F ment
Business/D
The Chronicle of Philanthropy http://philanthropy.com/ AAP Philanthropy
The Federation Of Behavioral, Psychological, and Cognitive Behavioral,
Sciences (FBPCS) http://www.fabbs.org/ Psychological &
Arts &
The Geological Society of America http://www.geosociety.org/ Sciences Geologic

The Japan America Society of Greater Cincinnati www.jasgc.org/ Any Diversity

Arts &
The Mathematical Association of America (MAA) http://www.maa.org/ Sciences Mathematics

The MBADiversity Organization http://www.mbadiversity.org Any Diversity

Women
The Minority and Women Doctoral Directory www.mwdd.com/index.asp Any Diversity

The National Academies http://www.nationalacademies.org/ Any Diversity

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The National Adult Education Professional Development Consortium
(NAEPDC) http://www.naepdc.org/ Any Diversity
Academic
The National Association of Academic Advisors for Athletics (N4A) http://nfoura.org/ Athletics Advisors
The National Association of Deans and Directors of Schools of
Social Work (NADD) http://www.naddssw.org/ COAHS Social Work
Music
The National Association of Music Education (MENC) http://www.menc.org/ CCM Education

The National Black Graduate Student Association, Inc. (NBGSA) http://www.goshatechnologies.com/ Any Diversity
Research
The National Council for Research on Women (NCRW) http://www.ncrw.org/ Research Women

The National Employment Minority Network www.nemnet.com/ Any Minority

The PhD Project http://www.phdproject.org/ Any Diversity

The Society for College Science Teachers (SCST) http://www.scst.org/ A&S Science
Social
The Society for the Study of Social Problems (SSSP) http://www.sssp1.org/ A&S Problems

The Women's College Coalition http://www.womenscolleges.org/ Any Women

Women's
The Worldwide Organization for Women's Studies (WOWS) http://www.ww05.org/ A&S Studies

Tougaloo College www.tougaloo.edu Any African American

Trenholm State Technical College (2yr) www.trenholmtech.cc.al.us Any African American

Tribal College Journal of American Indian Higher Education www.tribalcollegejournal.org Native
Tribal Employment Newsletter, The www.nativejobs.com/ Any American

True Careers www.truecareers.com/ Any Diversity

Tuskegee University www.tuskegee.edu Any African American

Two Year College Association, The www.ncte.org/tyca/ Clermont English

United States Distance Learning Association http://www.usdla.org/ Any Diversity

United States Student Association (USSA) http://www.usstudents.org/ Any Diversity

University Continuing Education Association (UCEA) http://www.ucea.edu/ Any Diversity

University Film & Video Association (UFVA) http://www.ufva.org/ CCM Film/Video

University Job Bank www.ujobbank.com Any Diversity

University of Arkansas at Pine Bluff www.uapb.edu Any Diversity

University of Maryland, Eastern Shore www.umes.edu Any Diversity

University of North Alabama www.una.edu/ A&S Sociology

University of Tennessee College of Veterinary Medicine www.vet.utk.edu/sitemap/ Research Veterinary

University of Texas at El Paso www.utep.edu Any Diversity

University of the District of Columbia www.udc.edu Any African American

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University of the Virgin Islands www.uvi.edu Any African American

Univision www.univision.com Any Diversity

USA Track and Field http://www.usatf.org/ Athletics Track & Field

Veteran Recruitment www.jobbankinfo.org/ Veterans General

Veteran Recruitment www.jobcenter.usa.gov/ Veterans General

Veteran Recruitment www.ohiovetscan.com Veterans General

Veterans Enterprise http://www.veteransenterprise.com/ Veterans General

Virginia State University www.vsu.edu Any African American

Virginia Union University www.vuu.edu Any African American

Voorhees College www.voorhees.edu Any African American

West Virginia State College www.wvstateu.edu Any African American

Arts &
Western Association of Women Historians (WAWH) http://www.wawh.org/ Sciences Historians

Wilberforce University www.wilberforce.edu Any African American

Wiley College www.wileyc.edu Any African American

Winston-Salem State University www.wssu.edu Any African American

Witt/Kieffer www.wittkieffer.com/ Any Diversity

Women Administrators in Higher Education (WAHE) http://www.waheweb.info/ Any Women

Women Executive Search (and Minority) www.minorityexecsearch.com Any Women

Astronomy
Women in Astronomy Database http://www.aas.org/ A&S Women
Engineering
Women in Engineering Proactive Network http://www.wepan.org/ CEAS Women
Diversity
Women in Higher Education www.wihe.com/ Any Women
Sports
Women in Sports Careers http://www.wiscfoundation.org/ Athletics Women
Athletics
Women in Sports Careers Foundation www.wiscfoundation.org/ Athletics Women
Technology
Women in Technology International www.witi.com/ Technology Women
Women's
Women’s Studies Resource Centre (WSRE) http://www.wsrc.org.au/ A&S Studies
Basketball
Women's Basketball Coaches Association http://www.wbca.org/ Athletics Women
Political Sci
Women's Caucus for Political Science (WCPS) http://www.apsanet.org/ A&S Women
Sports
Women's Sports Foundation http://www.womenssportsfoundation.org/ Athletics Women
Sports
Women's Sports Jobs www.womenssportsjobs.com/ Athletics Women

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Work In Sports.com www.workinsports.com/ Athletics Sports

World Council of Anthropological Associations (WCAA) http://www.wcaanet.org/ Arts & Anthropology

World History Association www.thewha.org/ Arts & History

www.writerswrite.com/ Arts &
Writer's Write Inc. www.writejobs.com Sciences Language Arts

Xavier University of Louisiana www.xula.edu Any African American

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APPENDIX VI

Information on the City of Cincinnati, neighborhoods, and schools visit:

http://www.cincinnatiusa.com/

http://www.cincinnatichamber.com/hype.aspx
Harnessing Young Professional Energy – HYPE up Cincinnati – Cincinnati
USA Regional Chamber

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APPENDIX VII– Definitions of Ethnicity and Race

ETHNICITY AND RACE ARE DEFINED AS:

Ethnicity: Hispanic/Latino Origin – A person of Cuban, Mexican, Puerto Rican, South

or Central American or other Spanish culture or origin, regardless of race)

Race: American Indian or Alaska Native (Not Hispanic or Latino) - A person

having origins in any of the original peoples of North and South America
(including Central America) and who maintains tribal affiliation or
community attachment

Asian (Not Hispanic or Latino) – A person having origins in any of the

cultural peoples of the Far East, Southeast Asia, or the Indian Subcontinent,
including, for example, Cambodia, China, India, Japan, Korea, Malaysia,
Pakistan, Philippine Islands, Thailand and Vietnam

Black or African American (Not Hispanic or Latino) – A person having

origins in any of the black racial groups of Africa

Caucasian (Not Hispanic or Latino) – A person having origins in any of the

original peoples of Europe, the Middle East or North Africa

Native Hawaiian or Other Pacific Islander (Not Hispanic or Latino) – A

person having origins in any of the original peoples of Hawaii, Guam, Samoa
or other Pacific Islands

Two or More Races (Not Hispanic or Latino) – All persons who identify
with more than one of the above five races

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