Abstract
<bold xmlns:mml="http://www.w3.org/1998/Math/MathML" xmlns:xlink="http://www.w3.org/1999/xlink">Background:</b> This case study presents graduate recruiting strategies developed and piloted in Fall 2018 and 2019. We initiated relationships with majority-minority universities, aiming to recruit underrepresented students to Utah State University's technical communication graduate programs. <bold xmlns:mml="http://www.w3.org/1998/Math/MathML" xmlns:xlink="http://www.w3.org/1999/xlink">Research question:</b> How may technical communication graduate programs at predominantly White institutions craft customized recruiting strategies to center multiply marginalized or underrepresented (MMU) applicants? <bold xmlns:mml="http://www.w3.org/1998/Math/MathML" xmlns:xlink="http://www.w3.org/1999/xlink">Situating the case:</b> Scholars have long advocated recruiting strategies that develop new ways of working with institutions that enroll large numbers of minoritized students to attract those students. Recruiting strategies that build and strengthen these relationships can decenter the academy and focus on the lived experiences of potential applicants. <bold xmlns:mml="http://www.w3.org/1998/Math/MathML" xmlns:xlink="http://www.w3.org/1999/xlink">How this case was studied:</b> Serving as the framework of our research methodology, the four tenets of alternative epistemology based on Black Feminist Theory directly informed specific recruiting strategies that we piloted in Fall 2018, then revised and piloted again in Fall 2019. <bold xmlns:mml="http://www.w3.org/1998/Math/MathML" xmlns:xlink="http://www.w3.org/1999/xlink">About the case:</b> Given the homogeneity of our field, it was important to develop recruiting strategies focused on marginalized groups. With this in mind, we established an annual graduate program recruiting trip to visit Historically Black Colleges and Universities (HBCUs) and majority-minority universities. <bold xmlns:mml="http://www.w3.org/1998/Math/MathML" xmlns:xlink="http://www.w3.org/1999/xlink">Conclusions:</b> In piloting recruiting strategies that center the perspectives and experiences of marginalized people, we identified two major priorities that should inform recruiting efforts: building relationships and enhancing inclusivity.