"Be prepared, devote significant time, and try to do a good job of it."

"Success in an academic career is enhanced by good mentoring or a good mentor is essential to a successful academic career."

"With every interaction you have with another individual you should have respect.  Always deal from a position of respect."

"Remember what it was like when you started work at the university."

"Embrace it.  As a mentor share your experiences and philosophy.  As a mentee take advantage of the opportunity.  Take the best and leave the rest.  Remember that you are the one who ultimately has to make the decisions and will be judged accordingly.

"One's job is a function not only of the university, but of the community at large.  What can the community/university bring to the person for them to want to be here?"

"Don't try to out think the person you are mentoring and let them question.  Let the rope get snug before you jump in."

"The biggest key is the mentor must care about the mentee.  People need to want to do this job."

"The key to recruiting people is in the interview process.  The environment must be welcoming and honest without being negative or threatening."

"You can write fancy definitions but one word can define diversity:  inclusiveness."

"Take time to check in with one another on a regular basis."

"I keep a file of pertinent information on the process of recruiting in my office.  When I set up a new Search and Screen committee, I provide the Chair copies of "dos & don'ts" and tips in recruiting and interviewing.  We also invite someone from Human Resources to meet with the Search Committee at its first meeting.  Since we are underrepresented in both gender and minorities, we do have several organizations we try to target with announcements in addition to traditional outlets."

"Recruiting the best people for our faculty and staff positions is the single most important thing an administrator does.  During the interview always pay attention to details, do not assume that someone else is managing the process, and make all of the candidates feel special during their visit."

"Ask new hires what we can do for them and how we can help them succeed."

"Be positive, friendly, and show a caring attitude."

"Always remember who mentored you.  My style comes from the styles of my professional mentors.  The impact they made on my personal success was tremendous.  I hope to provide this type of mentoring for my own faculty.  Can you pass it on?"

"Have flexibility time built into your interview process--this allows you the option of custom fitting the interviews.  You need to be a student of human behavior.  We need people that recognize department heads must be leaders AND managers.  Awareness is important."

"I see mentoring at two or three levels:
--junior faculty mentored by senior faculty--informally;
--mentoring from outside the department--opening new opportunities; and
--mentoring of graduate students--so critical to their futures."

"Instead of immediately designating mentors for faculty, faculty should be allowed to find someone they admire in Extension over the first 6 months of their job and then submit the name of that person to the state office.  Since mentoring can be vitally important for survival, it is important for a new faculty person to have someone who cares and will take time to advise."

"Always look for the positive."

"I really like this one...

'Tell them what to do, but don't tell them how to do it.  You will be amazed at their ingenuity.'--General George S. Patton"