Distribution of Information

• While advertisements are important in recruitment, they need to be supplemented with other strategies. Circulating information about the vacancy as widely as possible is necessary to develop a large and diverse pool of applicants. In some instances targeting of some specific individuals may be useful.
• The following avenues may be useful.
  • Personal Networks: Contact colleagues interstate and overseas with information about the position and ask them to disseminate it within their departments. In the case of appropriate individuals, send information directly to them and encourage them to apply. Send copies of the position description to qualified women in the field who are known to staff members of the school, including ex-students, current and ex-staff.
  • Professional Networks: Conferences can be useful talent spotting opportunities where all school staff can play a role. Recent journals in the relevant field can be used to identify potential applicants. Professional associations may have newsletters or mailing lists. In some instances there may also be women's sections or caucuses of relevant discipline associations.
  • Internet: Computer discussion lists on the Internet can be used to disseminate information about vacancies. Ensure an E-Mail address for a response is clearly identified. Vacancies are placed on the UWA employment web site.
  • Targeting (Institutions): It may be useful to write to universities with highly regarded reputations in the advertised discipline area, asking them to disseminate the vacancy information among staff and students.
  • Targeting (Individuals): Checking the references in well-regarded journals can identify active researchers in the school's area of interest and these individuals can be contacted directly. This strategy is particularly useful in seeking senior level staff.

In order to increase the interest of women applicants, there are some specific avenues to consider:

• Ensure that women who are contacted are assured of the University's commitment to implementing equal opportunity policies.
• Become familiar with the work of women in the discipline by inviting them to visit the school as part of a visiting scholars scheme, or to give papers at seminars or conferences.
• Monitor the gender of applicants shortlisted for positions and survey how successful applicants heard about the vacancy.