Key Steps to Filling a Faculty Position - Search Committee
A diverse search committee is an important factor in identifying and attracting a wide range of talented candidates. Hiring administrators are encouraged to include women and minorities on search committees. Departments and constituent groups that work with or are served by the position can be good places to solicit search committee members or to gather discipline-related expertise. The Associate Director or Director of Equal Opportunity will contact the search committee chair to arrange for a meeting to discuss affirmative action and discrimination issues.
Role and Purpose for the Search Committee and its Members:
Ensures that the recruiting efforts produce a pool of diverse and qualified applicants
Screens the applicants in each stage of the review process based on the identified job-related criteria
Seeks to treat all candidates equally
Avoids any illegal discrimination
Immediately discloses any instance where the consideration of an applicant could be considered a conflict of interest
Endeavors to fully participate in each stage of the screening process
Assists the search committee chair or other designated staff person in the organization and scheduling of screening activities
Works to determine the most qualified candidate or group of candidates for recommendation to the hiring authority
Your FHRO will support the department through the screening process as workloads permit. Assistance can include things such as collaborating on the initial screening of applicants, assisting the search committee with determining the organization and structure of the interview process, and with communicating to the applicants.
Tips for Making Your Search Committee Efficient and Effective:
Designate a departmental staff person who will coordinate the search process. Search chairs report that having a staff person within the department who assists with such things as preparing, organizing and maintaining search materials, making contacts, and completing follow-up on details can be very helpful. This can also help keep the search on schedule. Be sure to share details of the search process with this person.
Contact Search Committee members to confirm involvement, contact information, and schedule availability for meetings.
Schedule a meeting with the Director or Associate Director of Equal Opportunity to discuss affirmative action and diversity.
Consult with Human Resources about meeting with the search committee to review process and any potential employment issues.