Forward completed form to Libraries Human Resources
2. Form diverse search committee
Dean/AD to invite current faculty or staff to serve on Search Committee
Search Committee Chair is selected
Names of individuals to serve on the committee are forwarded to Libraries Human Resources
Global listserv is created
3. Develop position description
Department/Associate Dean needs to determine:
Essential duties and responsibilities
Education and/or Experience (required and desirable)
Other Skills and Abilities (required and desirable)
Search Committee needs to:
Review description, provide search chair with additional suggestions
Final approval of the position description rests with the Dean/AD and Libraries Human Resources.
4. Determine advertising needs
Complete job description will be posted on the University Libraries Job web site
ALL faculty advertisements must be approved by both Human Resources and the Affirmative Action Office and are posted to a standard listing of advertising sources (see “Advertising and Resources”)
Position must be posted nationally for at least 30 days.
5. Develop criteria for narrowing down the pool of candidates
Criteria need to be consistent with duties and requirements taken from the position description.
Document any decisions made about candidates, to include either elimination from the pool or set aside for further consideration (see “Interview Processes and Qualification Assessment Tools” for more information)
6. Libraries Human Resources grants access to view applications to Search Committee
Libraries Human Resources collects and uploads all application materials to ExecSearch and will grant members of the Search Committee permission to view materials
7. Determine candidates to move forward in process
Search Committee Chair should notify Libraries Human Resources which applicants will be interviewed prior to interviews taking place
Continue documenting any interactions the committee has with candidates that will be used in the decision-making process
Inform Libraries Human Resources of any candidates that are no longer being considered for the position
8. Develop interview questions
Develop and submit questions (whether for phone or in-person interviews) to Human Resources for inclusion in the search file
9. Interviews are conducted
Only after receiving the appropriate approval from Libraries Human Resources
Summary of interview notes must be provided to Libraries Human Resources for inclusion in the search file
10. Reference checks
Done only on top candidates that are being considered for the position
Search Committee or Search Committee Chair conducts reference checks by phone
OR
Libraries Human Resources prepares letters requesting references at committee’s request
11. Candidate selection
Search Committee should make a recommendation to the appropriate Dean/AD in the form of a written summary document noting their suggestions and observations
Selection of the successful candidate rests solely on the Dean
12. Offer made to preferred candidate
Dean/AD notifies Libraries Human Resources to begin salary comparison
Dean/AD contacts the preferred candidate and makes a verbal offer
Dean/AD confirms with Libraries Human Resources the details of the offer (salary, start dates, title, moving expenses, etc.)
Libraries Human Resources sends letter of offer with appropriate new hire paperwork and instructions for completion of a background check
13. Closing out the search
Close off remaining candidates (those who were interviewed should be contacted by the Search Committee Chair personally either by phone or email)
Return all notes and search binders to Libraries Human Resources, 511 Paterno Library
All original application materials are on file in Libraries Human Resources. Any copies retained by Search Committee members should be shredded or returned to Human Resources to be shredded.
