Introduction to the Search Process

• Hiring Principles
• Affirmative Action and EEO

Search Process

• Planning and Recruiting
• Evaluating and Responding to Pool
• Preparing for On-site Visits
• Preparing for and Conducting Interviews
• Finishing the Search Process

Roles in Search Process

• Role of the Dean
• Role of the Department Head
• Role of the Search Advisory Committee Chair
• Role of the Search Advisory Committee
• Role of the Department

After the Search

Recruitment Resources

Appendices

Office of the Provost

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Maintain confidentiality: Keep search advisory committee deliberations, applicant information, and applicant identities confidential. When a committee member reveals selective details of the search advisory committee’s thinking and discussion as they work towards that outcome, s/he may misrepresent the committee or damage the reputations of committee members and applicants. An applicant can be irrevocably damaged by premature announcement of her/his candidacy for the position you intend to fill. Maintaining strict confidentiality in every search is a “must” for the hiring units, the candidates, the appointees, and the University’s reputation.

Use best practices in search and selection: The guidelines outlined in this manual comply with relevant laws, rules, regulations, and contractual obligations, which align with the University’s mission and vision as a diverse public land grant institution.

Recognize and avoid or counteract bias: Present-day research demonstrates that unconscious and unintentional biases, even on the part of open-minded, well-intentioned decision-makers, unfairly disadvantages qualified applicants. When we accept that we have unconscious biases, and commit to addressing them through self-awareness, committee discussions, and structural enhancements to the process, we reduce the chances that someone will be harmed by bias in the search process.