Evaluation of the Search Process

By conducting an evaluation, the dean, department head, and the search advisory committee are able to examine the strengths and weaknesses of the search process. Issues related to the selection process, on-campus interviews, and timelines should be reviewed to provide direction on future searches and to assess the overall process (see Evaluating a Search).

Retention Strategies

The search process is comprised of three phases: before, during, and after the search. Generally, much attention and effort are focused only on the first two phases. The post search strategies listed below will assist departments in demonstrating their commitment to cultivating and maintaining a welcoming environment for new faculty.

Preparing for Faculty Member's Arrival

Departments should create a comprehensive integration and orientation program to introduce their new faculty to the university, college, and department. Several questions should drive what you do:

1. What needs to be done to welcome the new faculty member in a way that affirms s/he made the right decision?
2. What are the steps to fully integrate the new faculty member to the people, the job, your unit and the greater community over a 6 month time-frame?
3. What does the new faculty member need to understand about NMSU, your unit and you as the supervisor in order to succeed?

Here are some suggested resources to help you prepare:

• Background Check Process Flow
• Electronic Employee Onboarding Process
• Faculty Mentor Program
• Benefits: Information about enrollment and New Employee Orientation Registration
• Highlights of New Mexico State University: https://about.nmsu.edu/
• Information about the Las Cruces area: https://hr.nmsu.edu/employment/new/about.html