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Faculty & Professional Searches: Training

Faculty & Professional Searches: Training. Office of Human Resources Diversity, Equity, and Inclusion Fall 2018. Guiding Principles. Affirmative Action/Equal Opportunity Employer Support a process to ensure the best candidate is hired Support an equitable process Confidential

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Faculty & Professional Searches: Training

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  1. Faculty & Professional Searches: Training Office of Human Resources Diversity, Equity, and Inclusion Fall 2018

  2. Guiding Principles • Affirmative Action/Equal Opportunity Employer • Support a process to ensure the best candidate is hired • Support an equitable process • Confidential • Search Committees to drive the process

  3. Requisition and preparation • Department discussions, allocations for positions • Requisitions completed and approved • Includes minimum and preferred qualifications • Includes rubric • Some include interview questions • Advertisements • Ensuring that ads are placed • Encouraging a strong and diverse applicant pool

  4. Search Committee • Composition of the team • Roles and responsibilities • Confidentiality • Equal voice of members • Conflicts of interest • Review of job qualifications to determine group approach & weighting • Impact of Implicit Bias

  5. Implicit Bias: Key Characteristics Kirwan Institute, http://kirwaninstitute.osu.edu/research/understanding-implicit-bias/

  6. Steps of the Search Process by the Search Committee • Job ads confirmed & Applicants apply • Search Committee reviews applicants using rubric • Search committee sorts applicants • Tier 4 – not qualified • Tier 3 – qualified, but others are better • Tier 2 –All those desiring to phone interview • Telephone Interviews • Determining Tier 1 candidates & creating tier rationale • On-campus interview/Reference checks • Strengths and Weaknesses summary document • Work of the Search Committee is completed

  7. Job Ads Confirmed and Applicant’s Apply • Percentage of applicant’s who clicked “apply now” • Confirmation of ads placed – did you see them online or in print? • Share the ads via social media, other listservs, etc. • Typically applicants have 3-4 weeks to apply for the position. • Missing information from applications

  8. Reviewing Applicants & Sorting • Remember to use the rubric – qualitative • Each committee member needs to review applications • How do you manage 300+ applications? • Reminder about implicit bias and the impact on the process • Sorting into appropriate tier folders • Chair moves the candidates • These can change as the process continues

  9. Telephone Interviews • Can use Skype or other online platforms • Two or more members of the committee must be present – at least one is the same throughout all interviews. • Can record the interview for other members to review • Inform the applicant ahead of time. • Questions approved ahead of time by DEI • Okay to ask follow-ups, individual questions to candidates • Opportunity to expand on what is missing or not able to determine from applicant materials • Search Committee’s choice to send questions ahead of time

  10. Tier Rationales • Post telephone interviews – committee determines who will now be listed as Tier 1 – invite to campus. • Tier 2 are alternates and could be pulled up if someone in Tier 1 withdraws. • It’s okay if someone who was tier 2 is now 3 or 4 after a phone interview. • Rationale uploaded to IE in “review notes” • Alphabetical order with Tier 1 & 2 • Includes bulleted list or paragraph identifying “why” • Approvals – includes DEI, Dean/Director, VP

  11. On-Campus interview/References • What does the interview entail? Who should meet with the candidate? • Presentation, teaching demo, etc. • Meeting with the Search Committee – approved questions • Reminder about down-time, airport runs, and dinners • Assessment of the candidates • Reference checks

  12. Strengths & Weaknesses Summary • Opportunity for the search committee to compile all information related to the Tier 1 candidates. • Should be listed in alphabetical order • Can include if candidate is “acceptable or unacceptable” • Approvals

  13. Next Steps • In consultation with leadership team – offer extended • Consult with HR regarding potential visa sponsorship if available. • What happens if candidate says no or withdraws? • Are other tier 1 candidates acceptable? • What about tier 2 candidates? • Going back to the pool • Request to Hire initiated by Department • Appointment letter sent by VP • Pre-employment Screen • Search Committee Chair notifies other candidates of non-selection • Email templates in Interview Exchange

  14. Things to keep in mind • Avoid unlisted references and cold calling • Avoid Googling candidates • If you know something or hear something about a candidate outside of the process – contact HR • Documentation should be kept in Interview Exchange • Destroy individual prints after position closes • Clear data on downloaded documents on computers

  15. Interview Exchange Review • www.interviewexchange.com • Items to review: • Accessing applications • Accessing the requisition, rubric, interview questions • Moving candidates into tier folders • Adding notes and accessing “review notes” section • Messages to individual candidates • Group emails through Interview Exchange

  16. Questions?

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