Role of the Search Advisory Committee

Introduction to the Search Process

Search Process

Roles in Search Process

After the Search

Recruitment Resources

Appendices

Office of the Provost

Hiring & Recruitment Toolkit

For the specific details regarding the actual hiring procedure, please visit the Regular Faculty toolkit.

Faculty Hiring Policies

When hiring new faculty, all involved personnel, including administrators and search advisory committee members, must comply with University policies and procedures, as well as college specific guidelines.

Retention of Records

Retain all applications and records of employment decisions within the employing unit for a period of three (3) years from the date of the decision.

  

Deans, department heads, search advisory committee members, and other department members play an integral role in the recruitment and retention of new faculty so it is imperative that they are aware of specific assignments that need to be completed. In the following table, the search process is explained per role in three phases: before the search, during the search, and after the search.

Before the Search: During the Search: After the Search:
Learn/review more about conducting effective search processes by attending workshops, engaging in on-line tutorials, reading manuals, making use of resources available on campus. Agree to adhere to the instructions and guidelines set forth by the department head and the chair of the Search Advisory Committee. Meet as a committee to evaluate the search process and provide written feedback regarding aspects of the search that were effective or ineffective.
Agree to play an active role (e.g. attending meetings, hosting candidates, completing evaluations) in the search process. Maintain confidentiality throughout the process and refer all inquiries to the chair of the committee or department head. Suggest possible mentors to forward to the department head.
Establish a search agenda (e.g. time line for the search, a list of interview questions, how to contact references) that demonstrates a commitment to ensuring that all candidates are treated fairly throughout the process. Give all candidates a full and fair review. Providing an in-depth evaluation of each finalist’s strengths and weaknesses as part of the recommendation to the hiring authority.  
Plan advertising strategies and assisting with the development of the position description to ensure a diverse pool of applicants. Serve as hosts for candidate visits, making special arrangements and sharing information that they request.