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
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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
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Job Title
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New or Existing
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Hiring Manager
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Control Number
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Previous Incumbent
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Job Open Date
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College/Unit
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Anticipated Start Date
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Job Close Date
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Department
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Job Description
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Contract
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Department Web Address
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Required Qualifications
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Rank/Range
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Full Time Equivalent
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Preferred Qualifications
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Salary
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Justification (for Provost)
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Brief Ad Copy
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Pooled Search – Y or N
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Position Type
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Special Instructions
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Startup costs
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Search Chair
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Contact Information
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Off Campus Advertising
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Search Coordinator
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Search Committee
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Documents to Attach
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Posting Specific Questions
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Question Points
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Disqualifying Questions
JOB DESCRIPTION
INFORMATION

POSITION DESCRIPTION
QUESTIONNAIRE QUESTIONS?

CONTACT MARSHA MILLER-682-6114 or
[email protected].
Advertising Minimums
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2 additional print or web-based
sites/publications
 At
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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
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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
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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
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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
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Committee meets to discuss strengths and weaknesses
of final candidates
Develop recommendations which may include:
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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
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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