1. Search and Selection / Recruiting

2. AGENDA Overview ◦ Ground Rules ◦ Discuss Key Concepts Questions to Answer ◦ Process Improvement (?) ◦ Automated Process Follow-Up ◦ Drafts / sessions

3. Overview Why are we doing this? ◦ Feedback on the process ◦ Diversity Initiatives ◦ Growth of the Institution GOAL: ◦ Improve the process (if needed) to meet the needs of campus users ◦ Meet the needs of the campus Ask questions / Solicit feedback

4. Ground Rules Focus on Faculty and Exempt Searches Stay focused on the “topic” Maintain momentum Work toward closure Confidentiality

5. Questions to Answer Are you satisfied with the current Search and Selection Process? What works, and what doesn’t work? How can our Search and Selection process be improved? Recruiting efforts; Screening efforts; Selection efforts. How can we ensure that our process is “legal” and “fair”? How do we ensure that our process actively supports our Diversity initiatives? How can we integrate automation (PeopleSoft or others) to assist that process? Functionality? (i.e., what do you want the system to do?) What / how would you like to be able to see the “applicant information” online? Pre-screen based on minimum qualifications OR see all applicants? Access/review applicant data?

6. APPLICANT POOL SEARCH SCREENING CANDIDATE POOL SELECTION FINALISTS

7. APPLICANT POOL? SEARCH SCREENING CANDIDATE POOL? SELECTION FINALISTS?

8. APPLICANT POOL SEARCH SCREENING CANDIDATE POOL SELECTION FINALISTS

9. Questions to Answer Are you satisfied with the current Search and Selection Process? What works, and what doesn’t work? How can our Search and Selection process be improved? Recruiting efforts; Screening efforts; Selection efforts. How can we ensure that our process is “legal” and “fair”? How do we ensure that our process actively supports our Diversity initiatives? How can we integrate automation (PeopleSoft or others) to assist that process? Functionality? (i.e., what do you want the system to do?) What / how would you like to be able to see the “applicant information” online? Pre-screen based on minimum qualifications OR see all applicants? Access/review applicant data?

10. SEARCH CHAIR Candidate Pool Report: Collects tracking data for EEO reporting and SU planning Makes case for diversity of candidates and pool Appointment Request Memo: Makes case for selection PeopleSoft APPLICANT TRACKING: Easier screening and tracking process for Search Committee Gathers EEO data for HR HIRING OFFICIAL / DEAN Meet with HR Recruiter/Diversity Administrator: Develop a Search & Selection Plan BEFORE SEARCH Post Job / Recruit Candidates SCREENING Search Committee reviews and screens applicants Candidate Pool Identified and Interviewed Final Candidates forwarded to Hiring Official SELECTION Hiring Official interviews Final Candidates Hiring Official makes recommendation to Provost/Vice President Eliminate EEO Recruitment Report Eliminate: Department EEO Notification and Tracking; Department Search Process Notification; Extra Paper; Extra Resumes Hire Best Candidate