Confidentiality

Members of a search committee need to maintain a strict level of confidentiality to protect the privacy of the candidates and to preserve the integrity of the search process. It is each committee member’s responsibility not to discuss any details of the search with non-committee members. All public comments should be made exclusively by the search chair, in consultation with University Communications.

Written and electronic documentation pertaining to any given search may be subject to public record requests (Freedom of Information Act – FOIA) by candidates or other individuals. Requests may encompass committee member notes and e-mails. It is important to be mindful of the possibility of FOIA requests during the search process. Inquiries related to FOIA by candidates or committee members should be directed to the Office of Audit, Compliance, and Ethics at 486-5246.

Recruitment

Search committees have an important role in attracting the most talented candidates to the University.  Members of a search committee are often the first impression a candidate gets of an organization and therefore each member has a responsibility to represent the University as a diverse and welcoming community. Search committees have the ability to make a fundamental change to a department by recruiting the most qualified candidates available. Search committee members should also have a thorough understanding of the position and those who are committed to the mission and goals of the University.

Search committees are responsible for fulfilling the University’s requirement to demonstrate “good faith efforts” to diversify the applicant pool by proactively and aggressively recruiting for all open positions. A recruitment plan should include strategies for attracting a diverse and qualified pool of applicants. All search committee members should be actively engaged in executing the recruitment plan, including utilizing professional contacts, engaging in formal and informal networking, utilizing non-traditional advertising such as listservs and on-line publications, discussing the position among members of relevant membership in professional organizations, and attending conferences.

Search committee members also should be aware of recruitment goals for the position in order to determine recruitment strategies and sources to attract applicants from under-represented race and gender groups. Please bear in mind that the goals are for recruitment of a diverse applicant pool but play no role in candidate selection.

All recruitment efforts need to be documented and provided to the search administrator for entry into Recruiting Solutions prior to receiving approval to interview.