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Faculty & Professional Searches: Training

This guide provides detailed steps and principles for conducting successful faculty and professional searches in Fall 2018. It covers topics such as initiator responsibilities, search committee roles, applicant review process, and next steps post-interview.

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Faculty & Professional Searches: Training

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  1. Faculty & Professional Searches: Training Office of Human Resources Diversity, Equity, and Inclusion Fall 2018

  2. Guiding Principles • Affirmative Action/Equal Opportunity Employer • Support a process to ensure the best candidate is hired • Support an equitable process • Confidential • Search Committees to drive the process

  3. Requisition and preparation • Department discussions, allocations for positions • Requisitions completed and approved • Includes minimum and preferred qualifications • Includes rubric • Some include interview questions • Advertisements • Ensuring that ads are placed • Encouraging a strong and diverse applicant pool

  4. Search Committee • Composition of the team • Roles and responsibilities • Confidentiality • Equal voice of members • Conflicts of interest • Review of job qualifications to determine group approach & weighting • Impact of Implicit Bias

  5. Implicit Bias: Key Characteristics Kirwan Institute, http://kirwaninstitute.osu.edu/research/understanding-implicit-bias/

  6. Steps of the Search Process by the Search Committee • Job ads confirmed & Applicants apply • Search Committee reviews applicants using rubric • Search committee sorts applicants • Tier 4 – not qualified • Tier 3 – qualified, but others are better • Tier 2 –All those desiring to phone interview • Telephone Interviews • Determining Tier 1 candidates & creating tier rationale • On-campus interview/Reference checks • Strengths and Weaknesses summary document • Work of the Search Committee is completed

  7. Job Ads Confirmed and Applicant’s Apply • Percentage of applicant’s who clicked “apply now” • Confirmation of ads placed – did you see them online or in print? • Share the ads via social media, other listservs, etc. • Typically applicants have 3-4 weeks to apply for the position. • Missing information from applications

  8. Reviewing Applicants & Sorting • Remember to use the rubric – qualitative • Each committee member needs to review applications • How do you manage 300+ applications? • Reminder about implicit bias and the impact on the process • Sorting into appropriate tier folders • Chair moves the candidates • These can change as the process continues

  9. Telephone Interviews • Can use Skype or other online platforms • Two or more members of the committee must be present – at least one is the same throughout all interviews. • Can record the interview for other members to review • Inform the applicant ahead of time. • Questions approved ahead of time by DEI • Okay to ask follow-ups, individual questions to candidates • Opportunity to expand on what is missing or not able to determine from applicant materials • Search Committee’s choice to send questions ahead of time

  10. Tier Rationales • Post telephone interviews – committee determines who will now be listed as Tier 1 – invite to campus. • Tier 2 are alternates and could be pulled up if someone in Tier 1 withdraws. • It’s okay if someone who was tier 2 is now 3 or 4 after a phone interview. • Rationale uploaded to IE in “review notes” • Alphabetical order with Tier 1 & 2 • Includes bulleted list or paragraph identifying “why” • Approvals – includes DEI, Dean/Director, VP

  11. On-Campus interview/References • What does the interview entail? Who should meet with the candidate? • Presentation, teaching demo, etc. • Meeting with the Search Committee – approved questions • Reminder about down-time, airport runs, and dinners • Assessment of the candidates • Reference checks

  12. Strengths & Weaknesses Summary • Opportunity for the search committee to compile all information related to the Tier 1 candidates. • Should be listed in alphabetical order • Can include if candidate is “acceptable or unacceptable” • Approvals

  13. Next Steps • In consultation with leadership team – offer extended • Consult with HR regarding potential visa sponsorship if available. • What happens if candidate says no or withdraws? • Are other tier 1 candidates acceptable? • What about tier 2 candidates? • Going back to the pool • Request to Hire initiated by Department • Appointment letter sent by VP • Pre-employment Screen • Search Committee Chair notifies other candidates of non-selection • Email templates in Interview Exchange

  14. Things to keep in mind • Avoid unlisted references and cold calling • Avoid Googling candidates • If you know something or hear something about a candidate outside of the process – contact HR • Documentation should be kept in Interview Exchange • Destroy individual prints after position closes • Clear data on downloaded documents on computers

  15. Interview Exchange Review • www.interviewexchange.com • Items to review: • Accessing applications • Accessing the requisition, rubric, interview questions • Moving candidates into tier folders • Adding notes and accessing “review notes” section • Messages to individual candidates • Group emails through Interview Exchange

  16. Questions?

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