FACULTY e-SEARCH PROCESS

1. FACULTYe-SEARCH PROCESS

2. QUESTION-HOW LONG DOES A SEARCH TAKE?

3. ANSWER-AS LONG AS YOU WANT IT TO TAKE!

4. ROLE OF SEARCH CHAIR • Organize, guide and manage committee • Ensure equal and fair search process • Create a diverse committee • Develop recruitment plan/timeline • Review job description-is it enticing? Why would someone want to come to the university for this position?

5. ROLE OF SEARCH COORDINATOR • Create requisition to fill-send through “approval process” • Coordinate all aspects of the search • Attend meetings and keep minutes • May act as a voting member • Set up established advertising methods • Send approvals through for each stage • Ensure Minimum Qualifications match PDQ

6. SEARCH PROCESS 4 Easy Steps GETTING STARTED EVALUATION INTERVIEW REQUEST TO OFFER Supported by web-based E-Search

7. GETTING STARTED 1. Search Chair appointed 2. Select Search Committee 3. Meet with hiring authority 4. First committee meeting 5. Distribute timeline 6. Enter requisition- routing Dept Chair/supervisor  Dean/VP  Vice Provost  HR

8. GETTING STARTED cont. FIRST COMMITTEE MEETING • Review and finalize announcement • Identify supplemental questions • Decide on attachments • Discuss advertising efforts • Discuss and develop rating sheets • Review timeline

9. PDQ INFORMATION • POSITION DESCRIPTION QUESTIONNAIRE QUESTIONS? • CONTACT MARSHA MILLER-682-6114 or marshag@unr.edu.

10. Advertising Minimums • 2 additional print or web-based sites/publications • At least one of which is diversity-targeted • 15 professional contacts, universities, list-serves • These are minimums, for the success of your search please do more!

11. Formal Sourcing Strategy • Potential applicants suggested by current department members • Names of people who “know people” in the field • Journals read by people in the discipline/profession • Professional associations for people in the discipline/profession • List serves populated by people in the discipline/profession

12. Formal Sourcing Strategy Generating a diverse and qualified pool requires significant energy because we want to reach those that are looking for new opportunities and those outstanding individuals who are “not in the market.”

13. Data Elements for Requisition

14. EVALUATIONS 7. Approval of requisition; committee assigned User Name and Password for E-Search System 8. HR posts on UNR jobs page, HigheredJobs.com, TedJob.com, LatinosinHigherEd.com, Reno’s Best Jobs, Northern Nevada Jobs and JobCentral.com. 9. Position closes 10. Coordinator generates EEO Summary report 11. Second committee meeting: applications evaluated for minimum qualifications, prepare for first interviews

15. EVALUATIONS cont. SECOND COMMITTEE MEETING • Discuss applicants • Identify those to be phone interviewed • Develop phone interview questions • Define interview process – questions, exercises, presentations, written testing, etc. • Note: Entire committee is not required for phone interviews.

16. INTERVIEWS 12. Coordinator changes applicant status to First Interview and gets approval to interview 13. Telephone interviews scheduled and conducted 14. Committee meets to identify those for 2nd interviews 15. Coordinator changes applicant status to Second Interview and gets approval 16. Schedule and conduct campus interviews Conduct 2nd interviews (campus) after HR approves • Facilitate campus and/or real estate tours • Administrative Manual requires a minimum of two candidates for campus interviews • Follow up after the interview to thank for the visit and answer questions

17. INTERVIEWS 17. FOURTH COMMITTEE MEETING • Committee meets to discuss strengths and weaknesses of final candidates • Develop recommendations which may include: • Whether candidate is an acceptable hire • Ranking of candidates • Recommended hire • References are checked – REQUIRED!! • Coordinator disperses applicants not selected

18. REQUEST TO OFFER 18. Submit recommendation to hiring authority 19. Hiring authority makes selection 20. Change status and complete request to offer- routing Dept Chair/supervisor  Dean/VP  Vice Provost  HR 21. Hire is approved 22. Verbal offer is made, enter any offers declined 23. Written offer is generated, hire docs prepared and sent to new hire prior to start date 24. Change status to “Hire Docs Sent” in E-Search 25. Coordinator checks all required items are complete in E-Search 26. Hire docs processed in HR 27. HR moves requisition to Filled

19. ROLE OF HR • Meet with committee to facilitate outreach & search process • Consult on advertising/outreach options • Provide ideas on behavior-based interview process • Approve request to fill, interviews and request to offer • Ensure AA/EEO goals of NSHE and UNR are supported

20. Business Administration Development and Alumni Relations Health and Human Sciences School of Journalism Provost’s Office College of Science Information Technology Marketing and Communications Research JENNIFER GROGAN Coordinator, Recruitment & Training 682-6112 grogan@unr.edu Agriculture, Biotech and Natural Resources Cooperative Extension Extended Studies Intercollegiate Athletics College of Education College of Engineering College of Liberal Arts President’s Office Administration & Finance Student Services LAUREN CASTRO Personnel Technician 682-6122 lcastro@unr.edu FACULTY RECRUITER