FACULTY
SEARCH CHAIR
TRAINING
 QUESTION-HOW
SEARCH TAKE?
LONG DOES A
 ANSWER-AS
LONG AS YOU
WANT IT TO TAKE!
ROLE OF SEARCH CHAIR
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Organize, guide and manage committee
Ensure equal and fair search process
Create a diverse committee
Develop recruitment plan/timeline
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
“approval process” in e-search
 Coordinate all aspects of the search
 Attend meetings
 May act as a voting member
 Set up established advertising methods
 Send approvals through for each stage

ROLE OF DIVERSITY
ADVOCATE

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

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
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Be a catalyst in the search process to ensure that diversity
outreach is taking place
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
Support search committees in avoiding unconscious,
unintentional biases
Research diverse advertising sources in the specialized field
Set up appropriate meetings for candidates during the campus
interview
Make cold calls
Review the EEO report in e-search
SEARCH PROCESS
4 Easy Steps
GETTING
STARTED
EVALUATION
INTERVIEW
Supported by web-based
E-Search
REQUEST TO
OFFER
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?

CONTACT MARSHA MILLER-682-6114 or
marshag@unr.edu.
Advertising Requirements

2 additional print or web-based
sites/publications
 At


least one of which is diversity-targeted
15 professional contacts, universities, listserves
These are minimums, for the success of your
search. Please do more!
Formal Sourcing Strategy




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Potential applicants suggested by current department
members
Names of people who “know people” in the field
Journals read by people in the discipline/profession
Professional associations for 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


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Discuss applicants
Identify those to be phone interviewed
Develop phone interview questions
Define interview process – questions, exercises,
presentations, written testing, etc.
Phone interviews, Skype, CVirtual
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
12. 3rd committee meeting to identify those for
2nd interviews
INTERVIEWS
THIRD COMMITTEE MEETING

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Discuss who will be meeting with each candidate
Create itinerary
Travel arrangements are handled by Search
Coordinator
Facilitate campus and/or real estate tours
Special interest meeting for candidates
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 schedule and
conducted. Follow up after the interview to
thank for the visit and answer questions
15. Fourth committee meeting to discuss
recommendations
INTERVIEWS
FOURTH COMMITTEE MEETING
 Committee meets to discuss strengths and
weaknesses of final candidates
 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!!
Coordinator disperses applicants that are not
selected
REQUEST TO OFFER
16. Committee makes recommendation to hiring authority
17. Hiring authority makes selection; Hiring Authority or
Search Chair contacts references.
18. Coordinator changes status and completes request to offerrouting
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




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Meet with committee to facilitate outreach &
search process
Consult on advertising/outreach options
Provide ideas on behavior-based interview
process
Approve request to fill, interviews and request
to offer
Ensure AA/EEO goals of NSHE and
UNR are supported
FACULTY RECRUITERS
Jennifer and Bianca
Michelle and Bianca
Hila and Lauren
•
•
•
•
• Administration and
Finance
• Division of Health
Sciences
• President’s Office
• Extended Studies
• College of Agriculture,
Biotech and Natural
Resources
• College of Engineering
• College of Science
• Cooperative Extension
• Information Technology
• Libraries
• Student Services
Jennifer Grogan-682-6112
grogan@unr.edu
Michelle Hughes-784-7705
michellehughes@unr.edu
Hila Talgan-682-6102
htalgan@unr.edu
Bianca Galeano-784-6034
bgaleano@unr.edu
Bianca Galeano-784-6034
bgaleano@unr.edu
Lauren Castro-682-6122
lcastro@unr.edu
•
•
•
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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