| Prior to the search | | ISU ADVANCE Resource Page #1: Best Practices Checklist for Running a Faculty Search: From Identification of Needs to Invitation to Interview Sample Recruitment Workflow |
| | Engage faculty in discussions about diversity and good practices | ISU ADVANCE Resource Page #1: Best Practices Checklist for Running a Faculty Search: From Identification of Needs to Invitation to Interview |
| | Identify and prioritize departmental needs | ISU ADVANCE Resource Page #1: Best Practices Checklist for Running a Faculty Search: From Identification of Needs to Invitation to Interview |
| | Define the position | ISU ADVANCE Resource Page #1: Best Practices Checklist for Running a Faculty Search: From Identification of Needs to Invitation to Interview |
| Appoint the search committee | | ISU ADVANCE Resource Page #2: Administrator's Checklist of Best Practices for a Diverse Search Office of Equal Opportunity Resource Page: Forming Search Committee |
| | Appoint a diverse search committee | ISU ADVANCE Resource Page #2: Administrator's Checklist of Best Practices for a Diverse Search |
| | Coach the search committee on the search process, including the topic of faculty diversity | ISU ADVANCE Resource Page #2: Administrator's Checklist of Best Practices for a Diverse Search ISU ADVANCE Resource Page #3: Tips and Suggestions for Broadening the Candidate Pool ISU ADVANCE Resource Page #4: Strategies for Recruiting Underrepesented Faculty |
| | Acquaint search committee with common cognitive errors in the search process and educate about stereotyping biases | ISU ADVANCE Resource Page #6: Tips for Creating an Inclusive Position Description |
| Preparation for the search | | ISU ADVANCE Resource Page #1: Best Practices Checklist for Running a Faculty Search: From Identification of Needs to Invitation to Interview Office of Equal Opportunity Resource Page: Drafting the Position Office of Equal Opportunity Resource Page: Resource Guide for Recruiting Office of Equal Opportunity Resource Page: Targeted Advertising Toolkit |
| | Search committee meets and identifies problems in past searches (use findings from previous evaluations to improve new search) | ISU ADVANCE Resource Page #7: Examples of Wording for Affirmative Action/Equal Opportunity in Position Descriptions ISU ADVANCE Resource Page #8: Reducing Stereotypic Gender Biases in Hiring |
| | Search committee sets ground rules for the search process | ISU ADVANCE Resource Page #1: Best Practices Checklist for Running a Faculty Search: From Identification of Needs to Invitation to Interview |
| | A non-voting process member may be appointed to the search committee | |
| | The search committee defines the available position further | |
| | A position announcement is drafted, including language to encourage applications from a diverse applicant pool | ISU ADVANCE Resource Page #3: Tips and Suggestions for Broadening the Candidate Pool |
| | Search committee defines required and preferred characteristics for the position and identifies the relative importance of these criteria | ISU ADVANCE Resource Page #9: Tips for the Interview Process ISU ADVANCE Resource Page #11: Interview Questions: What to Ask? What Not to Ask? |
| | An evaluation matrix is developed | |
| Advertise the position and solicit applications | Advertise in new venues to enhance visibility of the position among diverse candidates | ISU ADVANCE Resource Page #5: Advertising Resources for Recruiting Diverse Faculty Best Practices in Addressing the Impact of COVID-19 During the Hiring Process |
| Initial screening of applicants | | ISU ADVANCE Resource Page #9: Tips for the Interview Process |
| | Each application is reviewed by the entire search committee confidentially | |
| | Each committee member completes an evaluation matrix for each applicant | |
| | Committee meets to review applications and all candidates get a systematic and complete review | |
| | Shortlist of candidates is developed for interviews | |
| | The shortlist is examined for diverse candidates, and expanded if not diverse enough | ISU ADVANCE Resource Page #3: Tips and Suggestions for Broadening the Candidate Pool |
| Final screening of applicants | | Office of Equal Opportunity Resource Page: Letter of Reference |
| | Committee contacts the candidates' references for further information | ISU ADVANCE Resource Page #16: Evaluating External References for Faculty Candidates ISU ADVANCE Resource Page #17: Sample Questions for References |
| | Committee meets to review applications and all candidates get a systematic and complete review | |
| | Document why certain candidates are not selected for interviews | |
| Interviewing candidates | | Office of Equal Opportunity Resource Page: Best Practices for Conducting Inclusive Interviews Office of Equal Opportunity Resource Page: Inclusive Structured Interviews Office of Equal Opportunity Resource Page: Diversity Related Interview Questions |
| | Select candidates to interview and invite them to campus | |
| | Manage campus visits | ISU ADVANCE Resource Page #10: Guidelines for Effective Interviews ISU ADVANCE Resource Page #11: Interview Questions: What to Ask? What Not to Ask? ISU ADVANCE Resource Page: #12: Sample Interview Questions ISU ADVANCE Resource Page #15: Sample Teaching Seminar Evaluation Form ISU ADVANCE Resource Page #13: Candidate Evaluation Tool ISU ADVANCE Resource Page #14: Candidate Evaluation Rubric |
| Evaluating the candidates | Finalize the search | ISU ADVANCE Resource Page #9: Tips for the Interview Process ISU ADVANCE Resource Page #10: Guidelines for Effective Interviews |
| Evaluate the search | What went right? What can be improved next time? | ISU ADVANCE Resource Page #18: Evaluation of the Search Process ISU ADVANCE Resource Page #19: Evaluating a Candidate's Responses: What Went Wrong or Right? |
| | | ISU ADVANCE Resource Pages Combined (PDF, 1.9 MB) |