SEARCH PROCESS - University of Nevada, Reno
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Transcript SEARCH PROCESS - University of Nevada, Reno
FACULTY
e-SEARCH
PROCESS
QUESTION-HOW
SEARCH TAKE?
LONG DOES A
ANSWER-AS
LONG AS YOU
WANT IT TO TAKE!
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?
ROLE OF SEARCH
COORDINATOR
Create requisition and 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
SEARCH PROCESS
4 Easy Steps
GETTING
STARTED
EVALUATION
INTERVIEW
Supported by web-based
E-Search
REQUEST TO
OFFER
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
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
Data Elements for Requisition
Job Title
New or Existing
Hiring Manager
Control Number
Previous Incumbent
Job Open Date
College/Unit
Anticipated Start Date
Job Close Date
Department
Job Description
Contract
Department Web Address
Required Qualifications
Rank/Range
Full Time Equivalent
Preferred Qualifications
Salary
Justification (for Provost)
Brief Ad Copy
Pooled Search – Y or N
Position Type
Special Instructions
Startup costs
Search Chair
Contact Information
Off Campus Advertising
Search Coordinator
Search Committee
Documents to Attach
Posting Specific Questions
Question Points
Disqualifying Questions
JOB DESCRIPTION
INFORMATION
POSITION DESCRIPTION
QUESTIONNAIRE QUESTIONS?
CONTACT MARSHA MILLER-682-6114 or
[email protected].
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!
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
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.”
EVALUATIONS
7. Approval of requisition; committee assigned User
Name and Password for E-Search System
8. HR posts on UNR jobs page, HigheredJobs.com,
Inside Higher Ed, LatinosinHigherEd.com, Minority
Faculty/Staff Applicant Database (MFAD) and
Nevada.us.jobs.
9. Position closes
10. Coordinator generates EEO Summary report
11. Second committee meeting: applications evaluated for
minimum qualifications, prepare for first interviews
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.
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
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
Strengths and weaknesses of candidates
References are checked – REQUIRED!!
Coordinator disperses applicants not selected
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
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
FACULTY RECRUITERS
Jennifer and Bianca
Michelle and Bianca
Hila and Lauren
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• Administration and
Finance
• Division of Health
Sciences
• President’s Office
• Extended Studies
• College of Agriculture,
Biotech and Natural
Resources
• College of Engineering
• College of Science
• Cooperative Extension
• Information Technology
• Libraries
• Student Services
Jennifer Grogan-682-6112
[email protected]
Michelle Hughes-784-7705
[email protected]
Hila Talgan-682-6102
[email protected]
Bianca Galeano-784-6034
[email protected]
Bianca Galeano-784-6034
[email protected]
Lauren Castro-682-6122
[email protected]
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College of Business
College of Education
College of Liberal Arts
Development and Alumni
Relations
Intercollegiate Athletics
Provost’s Office
School of Journalism
Research & Innovation
VPRI