FACULTY SEARCH CHAIR TRAINING FACULTY SEARCH CHAIR TRAINING

QUESTION-HOW LONG DOES A SEARCH TAKE? QUESTION-HOW LONG DOES A SEARCH TAKE?

ANSWER-AS LONG AS YOU WANT IT TO TAKE! ANSWER-AS LONG AS YOU WANT IT TO TAKE!

ROLE OF SEARCH CHAIR Organize, guide and manage committee Organize, guide and manage committee Ensure equal and fair search process Ensure equal and fair search process Create a diverse committee Create a diverse committee Develop recruitment plan/timeline Develop recruitment plan/timeline Review job description-is it enticing? Why would someone want to come to the university for this position? Review job description-is it enticing? Why would someone want to come to the university for this position?

ROLE OF SEARCH COORDINATOR Create requisition and send through Create requisition and send through “approval process” in e-search Coordinate all aspects of the search Coordinate all aspects of the search Attend meetings Attend meetings May act as a voting member May act as a voting member Set up established advertising methods Set up established advertising methods Send approvals through for each stage Send approvals through for each stage

ROLE OF DIVERSITY ADVOCATE Be a catalyst in the search process to ensure that diversity outreach is taking place Be a catalyst in the search process to ensure that diversity outreach is taking place Review job posting - is diversity emphasized? Review job posting - is diversity emphasized? Make personal contacts and encourage the committee to do so. Passive job seekers have proven to be top candidates Make personal contacts and encourage the committee to do so. Passive job seekers have proven to be top candidates Support search committees in avoiding unconscious, unintentional biases Support search committees in avoiding unconscious, unintentional biases Research diverse advertising sources in the specialized field Research diverse advertising sources in the specialized field Set up appropriate meetings for candidates during the campus interview Set up appropriate meetings for candidates during the campus interview Make cold calls Make cold calls Review the EEO report in e-search Review the EEO report in e-search

SEARCH PROCESS GETTING STARTED EVALUATIONINTERVIEW REQUEST TO OFFER 4 Easy Steps Supported by web-based E-Search

GETTING STARTED 1. Search Chair appointed and search committee selected 2. Chair meets with hiring authority 3. First committee meeting 4. Distribute timeline, coordinator gathers info 5. Enter requisition- routing Dept Chair/supervisor  Dean/VP  Vice Provost  HR

GETTING STARTED cont. FIRST COMMITTEE MEETING Review and finalize announcement Identify supplemental questions Decide on attachments Discuss advertising efforts Discuss and develop rating sheets Review timeline

Data Elements for Requisition  Job Title  New or Existing  Hiring Manager  Control Number  Previous Incumbent  Job Open Date  College/Unit  Anticipated Start Date  Job Close Date  Department  Job Description  Contract  Department Web Address  Required Qualifications  Rank/Range  Full Time Equivalent  Preferred Qualifications  Salary  Justification (for Provost)  Brief Ad Copy  Pooled Search – Y or N  Position Type  Special Instructions  Startup costs  Search Chair  Contact Information  Off Campus Advertising  Search Coordinator  Search Committee  Documents to Attach  Posting Specific Questions  Question Points  Disqualifying Questions

JOB DESCRIPTION INFORMATION POSITION DESCRIPTION QUESTIONNAIRE QUESTIONS? POSITION DESCRIPTION QUESTIONNAIRE QUESTIONS? CONTACT MARSHA MILLER or CONTACT MARSHA MILLER or

Advertising Requirements 2 additional print or web-based sites/publications 2 additional print or web-based sites/publications At least one of which is diversity-targeted At least one of which is diversity-targeted 15 professional contacts, universities, list- serves 15 professional contacts, universities, list- serves These are minimums, for the success of your search. Please do more! These are minimums, for the success of your search. Please do more!

Formal Sourcing Strategy Potential applicants suggested by current department members Potential applicants suggested by current department members Names of people who “know people” in the field Names of people who “know people” in the field Journals read by people in the discipline/profession Journals read by people in the discipline/profession Professional associations for people in the discipline/profession Professional associations for people in the discipline/profession List serves populated by people in the discipline/profession List serves populated by people in the discipline/profession

Formal Sourcing Strategy Generating a diverse and qualified pool requires significant energy because we want to reach those that are looking for new opportunities and those outstanding individuals who are “not in the market.”

EVALUATIONS 6. Position posted; committee assigned User Name and Password for E-Search System 7. HR posts on UNR jobs page, HigheredJobs.com, Inside Higher Ed, LatinosinHigherEd.com, Minority Faculty/Staff Applicant Database (MFAD) and Nevada.us.jobs. Coordinator posts on other sites 8. Position closes; EEO report sent 9. Second committee meeting: applications evaluated for minimum qualifications, prepare for first interviews; prepare interview questions

EVALUATIONS cont. SECOND COMMITTEE MEETING Discuss candidates and identify those to be interviewed 3 options: Phone interviews, Skype, CVirtual Develop phone interview questions Define interview process – questions, exercises, presentations, written testing, etc. Note: Entire committee is not required for phone interviews.

INTERVIEWS 10. Coordinator changes applicant status to First Interview and gets HR approval to interview 11. Telephone interviews scheduled and conducted rd committee meeting to identify those for 2 nd interviews

INTERVIEWS THIRD COMMITTEE MEETING Discuss candidates and identify those to be interviewed Discuss candidates and identify those to be interviewed Decide who will be meeting with each candidate Decide who will be meeting with each candidate Create itinerary; travel arrangements are handled by Search Coordinator Create itinerary; travel arrangements are handled by Search Coordinator Facilitate campus and/or real estate tours Facilitate campus and/or real estate tours Special interest meeting for candidates Special interest meeting for candidates Administrative Manual requires a minimum of two candidates for campus interviews Administrative Manual requires a minimum of two candidates for campus interviews

INTERVIEWS 13. Coordinator changes applicant status to Second Interview and gets HR approval 14. Campus Interviews are scheduled and conducted. If needed, follow up after the interview to thank them for the visit and answer questions 15. Fourth committee meeting to discuss recommendations

FOURTH COMMITTEE MEETING Committee meets to discuss strengths and weaknesses of final candidates Committee meets to discuss strengths and weaknesses of final candidates Develop recommendations which may include: Develop recommendations which may include:  Whether candidate is an acceptable hire  Strengths and weaknesses of candidates  Ranking of candidates References are checked by either Search Chair or Hiring Authority – REQUIRED!! References are checked by either Search Chair or Hiring Authority – REQUIRED!! Coordinator disperses applicants that are not selected Coordinator disperses applicants that are not selected INTERVIEWS

REQUEST TO OFFER 16. Committee makes recommendation to hiring authority 17. Hiring authority makes selection 18. Coordinator changes status and completes request to offer and routes for approval Dept Chair/supervisor  Dean/VP  Vice Provost  HR Dept Chair/supervisor  Dean/VP  Vice Provost  HR 19. Hire is approved by HR; Hiring authority makes verbal offer 20. Written offer is generated; Background check initiated when signed 22. Disperse all other candidates in e-search 23. Hire docs processed in HR 24. HR audits search and fills

ROLE OF HR Meet with committee to facilitate outreach & search process Meet with committee to facilitate outreach & search process Consult on advertising/outreach options Consult on advertising/outreach options Provide ideas on behavior-based interview process Provide ideas on behavior-based interview process Approve request to fill, interviews and request to offer Approve request to fill, interviews and request to offer Ensure AA/EEO goals of NSHE and Ensure AA/EEO goals of NSHE and UNR are supported UNR are supported

FACULTY RECRUITERS Jennifer and BiancaMichelle and BiancaHila and Seresa College of Business College of Education College of Liberal Arts Development and Alumni Relations Intercollegiate Athletics Provost’s Office School of Journalism Research & Innovation VPRI Jennifer Grogan Bianca Galeano Administration and Finance Division of Health Sciences President’s Office Extended Studies Michelle Hughes Bianca Galeano College of Agriculture, Biotech and Natural Resources College of Engineering College of Science Cooperative Extension Information Technology Libraries Student Services Hila Talgan Seresa Greer