1. Carefully analyze the needs and develop an up-to-date job description.
  2. Write position descriptions to ensure it will attract a wide range of possible candidates. Think broadly rather than narrowly to try to recruit a wide range of candidates.
  3. Discuss hiring goals with the Equal Opportunity Office prior to recruiting and hiring. The affirmative action goals should be reviewed and understood by all committee members.
  4. Search committees should resist labeling one or more of the candidates the "top candidate" early in the process as it may make it difficult for other candidates to be fully considered.
  5. Do not make assumptions about candidates. Assuming that candidates of a particular race or gender would not feel welcome in the community work against your diversity efforts.  Also, don't make assumptions that a candidate wouldn't want to move. Let the candidates decide these issues.
  6. Committee members need to be aware of their personal biases. 
  7. Be aware of presumptions. A candidate that is a good "fit" for the department or the community may mean that this individual will blend in easily and not alter the status quo. People of color, and women in non-traditional fields, and people who come from different socio-economic and cultural backgrounds may be presumed not to "fit" as well as white candidates. 
  8. Don't measure everything against one standard. Candidates who received their degrees later in life or from historically Black institutions; candidates who worked part-time when their children were young, may bring rich experiences and diverse backgrounds.
  9. Screen to include candidates. Screening with the focus of narrowing the pool may cause you to miss attractive candidates.
  10. Think about the new dimensions that diverse candidates will bring to the department.
  11. Do your homework. Read the candidates' files thoroughly before offering opinions.