NHS Faculty Search Workshop September 22, 2008 Initiating a Search • Position Authorization Form (PAF) • Hiring Packet Checklist • Charge to Search Committee • Search.
Download ReportTranscript NHS Faculty Search Workshop September 22, 2008 Initiating a Search • Position Authorization Form (PAF) • Hiring Packet Checklist • Charge to Search Committee • Search.
NHS Faculty Search Workshop September 22, 2008 Initiating a Search • Position Authorization Form (PAF) • Hiring Packet Checklist • Charge to Search Committee • Search Committee Membership List • Recruitment Plan • Screening Criteria • Vacancy Announcement • Short Vacancy Announcement Initiating a Search Files Search File – contains all documents related to the search Applicant Files – one for each candidate, should contain • • • • Applicant checklist form Submitted candidate materials All written correspondence with candidates including email messages All screening materials – committee screening forms, response to interview questions Initiating a Search Ads • Get them published ASAP • Use outlets other than print media • Listservs • Electronic news boards • Personal contacts via phone and email • Professional meetings Ensuring a Diverse Pool • Current & former faculty recommendations • Major players in the field – publishers, speakers • Professional associations – journals, meetings • Relevant professional community organizations • Strong university programs Conflict of Interest • A situation when one has competing professional or personal interests. Such competing interests can make it difficult to fulfill his or her duties impartially • May not be unethical, illegal, or improper • Nepotism – showing favoritism toward relatives and friends, based upon that relationship, rather than on an objective evaluation of ability, merit, or suitability COI Examples • Current or former graduate students • Current or former term/part-time instructors • Others of close association • These candidates should not be advantaged or disadvantaged • If you have a COI you should not serve on the search committee Search Chair/AAEO Responsibilities • Examine size, quality, and diversity of pool immediately before initiating screening process using PeopleAdmin data • Share result of this analysis with the Hiring Authority and Dean to determine if pool is sufficient to proceed Reviewing Applications • Use your screening criteria • Always conduct phone interviews of short list candidates • Always use a script of approved questions • Take notes of candidate responses Candidate Courtesy • Correspondence is the first impression candidates have of the university, so be polite and timely • Always acknowledge receipt of candidate materials with a quick email • Let candidates know if their application is incomplete • When the search is completed please send a thank you note announcing that the position has been filled Interview Protocol • Candidate travel - in consultation with the hiring authority to ensure cost control • You make lodging reservation • Meet the candidate at the airport and transport to Greeley • You may use a shuttle service to return the candidate to the airport, but it is preferred to transport directly • Always designate a host for transport to/from campus Don’t Ask • Race, ethnic, national origin - do ask candidates you wish to interview whether they are legally authorized to work in the U.S. • Social, political, union, and religious affiliation • Disability, how many sick days have you used, drug use, etc. • Age Don’t Ask • Gender, sexual orientation, or marital status – includes spouse, children, pregnancy, childcare needs, etc. • Military Status, Financial Status • Arrest or Criminal Record – HR will conduct a background check • Legal Off-duty Activities - such as smoking, drinking, etc. Don’t Ask • Salary – don’t ask the candidate and refer candidate questions about salary to your school director • Start up – this will be negotiated with the school director in consultation with the Dean Search Chair/AAEO Responsibilities • Candidate files • Copy of published ads • List of candidates • Applicant question responses from each committee member • Minutes from all committee meetings Search Chair/AAEO Responsibilities • Provide evidence for why underrepresented candidates (gender, minorities, etc.) were not interviewed • Provide evidence for why the candidate of choice is superior to all other applicants Closing a Search • Candidate Exit Interview Questions – AAEO rep • Contract Offer/Position Finalists Form – Hiring Authority • Search Chair AAEO Check Off List – Search Chair Questions?