recruitment strategies for postdoctoral training...recruitment strategies for postdoctoral training:...
TRANSCRIPT
Recruitment Strategies for Postdoctoral Training:
Three Institutional Experiences and Perspectives
Michele S. Swanson, PhD University of Michigan Medical SchoolJeffrey Mason The Ohio State UniversitySofie R. Kleppner, PhD Stanford University
Learning Objectives
• Define resources that can be directed to recruitment
• Identify allies• Describe challenges and strategies to meet
them• Create a draft proposal, addressing
advertising, resources, budget, timelines, collaborators, and outcomes
Postdoc PreviewPartner with NIH‐funded Training Programs
to bring diverse talent to Michigan
PRISMBring diverse talent to Stanford
Postdoc RecruitmentBring diverse talent to Ohio
WHY & HOW
Components
Fully‐funded travel, lodging, and meals
✔ ✔ Full & Partial funding
Interview with prospective mentors & labs
✔ ✔ ✔
Meet informally with non‐recruiting faculty
Dinner
Learn about NIH‐funded Training Programs
Lunch with Program Directors
Very briefly‐orientation
Through website only
Learn about professional development and campus resources from Postdoc Office
✔ ✔ ✔
Network with current Postdocs Dinner w/postdoc leaders
✔ Meals, tours, escorts to lab
Tour facilities, campus, and town ✔ ✔ With postdocs
Who Does What
Initial Applicant Screening
Postdoc Office Postdoc Office and Faculty
Postdoc Office
Faculty Matching Recruits are first directed to faculty profiles
List of faculty actively recruiting is circulated later
Recruits are directed to list of faculty who are actively recruiting
Faculty can refer
Recruits directed to faculty profiles and training grant websites
Faculty can refer
First Faculty Contact Recruit Postdoc Office Postdoc Office
Coaching on how to contact faculty
Email from Director Encouraged but no coaching
Email from Director
Scheduling Recruits using template provided
Postdoc Office Recruits (TeamUp)
Logistics
Years Program in Existence 5 1 2
Program Funding Dean’s Office V Dean Edu Sr Assoc Deans
Program Staff 1 full‐time + 1 part‐time
1 2 + part‐time temp
Partners Training Grant Directors
Diversity Office (non $)Children’s Hospital
Postdoc Groups
On‐Line Resources Fluid ReviewQualtrics
Qualtrics SlideRoom TeamUp
SurveyMonkeyTarget Recruitment Pool 15 10 25
• Science Careers• New Scientist• AWIS• SACNAS• AAAS• IBP Pathways to Science• ASBMB• Graduate Career
Consortium• Nat’l Ass’n of Grad
Admissions Professionals• Biomed Sci Ass’n of Grad
Admissions Professionals
• PDO web page• Internal listservs• Mentors• Office of Diversity
• Nat’l Ass’n of Diversity Officers in Higher Ed
• IBP – Pathways to Science
• MSI‐designated schools with PhD programs• Deans, chairs,
“Info” emails• Career centers
• Facebook groups for PhD students of various URM groups
Advertising
Questions for you
• Who has a stake in postdoc diversity?• Who might serve as champions? • What arguments might they find most compelling?• What should your budget be?• How many postdocs would you interview?• What logistical support do you need?• How will you advertise?• What activities will you include?
Who are your stakeholders/ partners/ champions?What strategies can you use to build your program?
Regional partnering with nearby institutions note: ¼ of Michigan recruits are within driving distance of MichiganUse faculty as selection committeeContact societies that have programs e.g. SfN Neuroscience Fellows, FASEB, Minority Postdoc, , graduate scholarship programs for low‐income high achieving students; follow‐ up with e.g. PREP students
How big an event would you plan?How many postdocs would you interview?
Additional activities? How to be strategic about doing a postdoc; YouTube clip (Michigan); Combine with a Postdoc research symposium; highlight city; highlight core facilities; talk to other postdocs in lab; apartment tours; speed dating to learn what faculty aretherein 1st visit, then 2nd visit with full‐fledged research talk
What should your budget be?What logistical support do you need?How will you advertise?
$1500/trainee; $750/trainee; $1K/traineeDepends mostly on travel and lodging – if this is a 1‐day event it will be significantly cheaper.
SUCCESS & SUSTAINABILITY
Measures of Success
Total (TG‐Eligible) Applicants 342 10 (5) 130 (53/77)
Total Invited 127 8 (5) 44 (18/26)
Total Attended 127 8 43 (17/26)
Total Interviews 38 109 (39/70)
Total Matriculated 33 (26%) 3 (2) 7 (41%)
Publications 49
Average cost per hire $5K $4K
Fellowships/ Career Development Awards
19 Departments have benefited
Postdoc Preview
● Faculty either made offers during event (22%), intended to offer (26%), or intended to invite for a second interview (26%).
● 48% of faculty recommended holding 2x/year.
● Candidates met with all (57%) or most (36%) of faculty of interest.
• 27% of responding faculty anticipated making an offer, 45% were considering it.
• 91% would recommend event.
• Pre‐ recruits considering Stanford: 42%
• Post‐recruits considering Stanford: 93%
• Highly rated: Dinner with Sr Assoc Dean, faculty, and postdocs & Breakfast with Postdoc Office
• 29% of responding faculty anticipated making an offer
• 94% thought program was valuable
Surveys Say
Future
Expand? Expand advertising to graduate program directors
Advertising Cost share with faculty to bring more recruits?
Time of Year?
Faculty and leadership support 2X/year, either Fall or Spring
Twice a year, Spring & Fall
Maybe twice a year?
Fellowships? Encourage TG Directors to reserve one or more slots
No Raise funds for follow‐on fellowships?
Add‐Ons? Increase to two nights to accommodate more interviews?
More interactions with current postdocs
Pair grant coaches with recruits?
Measures of success? New community and groups on campus.Do they get a job what, when and where?Word of mouth – new recruits from previous cohorts.
What can you learn from surveys? Roadblocks: Money – what is return on investment?Other recruitment responsibilities (grad)Recruitment issuesFunding for 1st year
How can you make this sustainable? Notice: PA‐18‐586Postdoc office can write letters of eligibility for diversity supplementRequire faculty to undergo mentorship training to participatePair with junior faculty to help them recruit – they have more funds, more awareness of diversity (but remember to talk about how postdoc will develop own project)
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