We did a thing that worked. Maybe you could try it. It’s something that I’ve suggested before, but now some results are in and I’m sharing it with you.
If you’re looking to recruit more undergraduates to your campus for summer research opportunities (and more), listen up.
You know how when drug developers are doing a clinical trial, but they stop the trial early because the results are so promising, that they are ethically bound to give the treatment to everybody in the control group? That’s how I feel about what I’m telling you today.
A lot of the students in my department are interested in research and have serious chops. Our own labs on campus are maxed out, which is what happens when you have 700 majors and a half-dozen research-active tenure-track faculty. So there still are plenty of students looking for summer research opportunities. And we also want students who are working in our labs to head off and gain experiences elsewhere (especially if we don’t have the funding for them for a full summer).
There’s so much talk about how summer programs are looking for students from underrepresented groups to apply, because they are either looking to boost their numbers or they’re genuinely interested in transforming the discipline with equity and inclusion. But our experience has been that programs aren’t so interested in recruiting our students. At least, that’s what the students are perceiving. Some of our students have gotten into some highly competitive REUs. But programs are attracting a silly high number of applicants, and students who want a summer research opportunity might have to apply to well over a dozen if they want to be sure to get into one. Keep in mind that there are a lot of REU programs out there that are inherently not jazzed about taking students from Cal State Dominguez Hills, because they’d rather take students from universities they have heard of before that sound like they have students with a fancier pedigree. But pedigrees are for show dogs, right?
That’s a huge amount of activation energy required to have the hope of an opportunity. And also there’s the problem that a good number of REU programs have real problems with inclusion of marginalized students, and this is often true for the ones in whiter and more prestigious places. So, some of our students who do end up getting into REUs have bad experiences, and then that’s what some people call a pipeline problem. (Especially considering that my university student population is less than 10% white.)
So, perennially frustrated with students not getting into REU programs and having bad experiences with REU programs, plan B is pretty awesome.
I don’t entirely remember how this went down, but a colleague at a different university approached me about getting an REU supplement for me to recruit a couple students in my department. That went well enough to pursue this further — when they were writing a new proposal, slots for three undergrads in the summer were written in the proposal. My end would be to get students to apply on our end, and I’m conversant enough with the research and have a good working relationship with the PI that I can help support the students with writing, advising, and such when they come back to school in the fall.
And boy howdy, let me tell you, I am getting a mountain of applications.
Soooooooooooo many students are applying. Students who have never applied to do REUs. And this is an opportunity across the country, too. I’ve encouraged students to a apply for all kinds of things and they are not applying for them, but they’re applying for this.
Why? Well, I have a bunch of ideas. I can guess. But why do that when I can just ask the students who are applying?
Here’s what they’re saying (paraphrased because I don’t actually have that kind of memory): “It didn’t seem like a waste of time to apply.” “I know this lab wants students from CSUDH so it looks like a good opportunity.” “This sounds like a cool project.” “If you vouch for them then that’s good enough for me.”
Students are applying for this summer research opportunity because they don’t think it’s a long shot. And because they aren’t as afraid that they won’t be disrespected by people in their host labs (which too many of our students have experienced in REUs). And they have enough trust in me to apply for a thing that I’m offering. (I mean, it’s not my lab or my mentorship over the summer, but I’m the bridge here.) This means that we have some difficult decisions ahead because there are a lot of talented people who won’t get this opportunity. This is not a bad problem to have, compared to the status quo we’ve been experiencing.
What can this mean for you? Are you trying to recruit more students from underrepresented groups into your lab for the summer? It’s often considered best practice that to reach a diverse applicant pool, that you should advertise broadly. I think that’s true, if you’re hiring a person for a faculty person or a postdoc or some other form employment. But if you’re looking for a summer research intern/mentee? Then you can highly target a population of students that is what you’re looking for. Find a colleague at a minority-serving institution or HBCU or TCU who would like to create more research opportunities for their students. This would involve a relationship of trust and mutual respect for the faculty member you’re dealing with, and of their students as well. This isn’t something that can happen overnight, and we’ve built up to his for a few years since the concept was first floated.
Lots of people look us up and say, “have your students apply!” But so far, only one person who I trust has told me, “I have spaces for your students, and I commit to supporting them.” That has made all the difference.