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1. Hiring Manager
The purpose of using a Search Committee is to increase the likelihood that a better hiring decision is made. A Search Committee is any group of two or more people involved in the evaluation of applicants for a position.
Hiring Manager Responsibilities
- Determining whether or not s/he will chair the search committee
- Determining the charge and involvement in the process of the search committee
- Designating a search committee chair and selecting search committee members
- Ensuring that the chair of the search committee has participated in the mandatory Fair Hiring training
- Ensuring that the search is conducted fairly
- Determining priorities regarding qualifications for the position and communicating those clearly to the Search Committee Chair
- Assembling documentation of the search
Search Committee Size
- While it is usually helpful to have at least one other person besides the hiring manager involved in the evaluation of applicants, larger search committees can be costly to the University and may make the search process less effective by extending the time it takes to select a candidate. However, consideration should be given to having a gender and ethnically diverse committee.
- The key consideration for whether more people need to be involved is whether the hiring decision will be better. Other considerations include:
- How well the hiring manager knows the job
- Degree to which the position interrelates with various campus constituencies
- The cost to the campus of the time and effort required by additional members
- Impact of lengthening the process by involving more people
- Degree of campus buy-in needed
Search Committee Role
The role of the search committee is determined by the hiring manager and should be communicated clearly to the search committee. Any search committee is advisory to the hiring manager. A search committee can provide service in a variety of areas such as:
- Outreach efforts
- Screening applications
- Interviewing applicants and:
- Recommending an unranked list of top candidates
- Presenting a ranked list of top candidates
- Analysis of strengths and weaknesses of top candidates
- And/or recommending a top choice
- Developing interview questions
- Ensuring that diverse applicants are given a fair evaluation
- Assisting with documentation
- Responding to applicant inquires
- Reference checks
- Or any combination of the above
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