Using a Search Committee

Search committees should only be used for faculty positions and staff positions of director level and above. Search committees help ensure that applicants selected for interview and final consideration are evaluated by more than one individual and minimize the potential for personal bias.

All searches must be conducted in a timely and professional manner, which respects confidentiality of each candidate and the search process. In addition, it is critical that applicants experience a positive impression of our Institution throughout the hiring and search process that demonstrates fairness and equity. Search committees play an important role in developing a diverse workforce.

The hiring manager will identify committee members who will have direct and indirect interaction with the applicant. Each hiring manager should make an effort to appoint a search committee that represents a diverse cross section of staff both in race and gender.

The hiring manager will determine the size (we recommend 5-7 people) and composition of the committee. It is recommended that committee members include:
⦁    At least one individual who has a strong understanding of the position and its contribution to the department
⦁    An individual with functional knowledge of the position
⦁    An individual who will interact closely with the position and/or serve as a main customer
⦁    An odd number of members can simplify voting procedures
⦁    At least one individual who has previously participated in a search committee process
⦁    Member(s) who are new to the process and can provide a fresh perspective

Each committee member is expected to have completed search committee training and be well versed in the recruitment and selection process. Members should also have an understanding of laws related to Equal Employment Opportunity.