Develop Position
The Search and Screen Committee develops and/or refines the position description and recruiting
materials/search plan before they are approved.
Potential for Bias
 Narrow view of position
Remedies to Bias
 Broad view of position
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The “historic” perspective—what is
familiar, what we’ve done before
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New perspective—what do we need in the future,
what can we do differently?
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Focus on tasks alone
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Focus on functions and roles in addition to tasks
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Ignore larger organizational needs
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Consider organizational needs and deficits—what
are we missing?
 Needlessly narrow or rigid
qualifications
 Open/inclusive qualifications
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Defined by past views and limited
experience
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Redefined for future potential and possibilities
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Multiple paths, transferable skills
Not considering alternate paths
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“High” qualifications that narrow
the pool or screen for you:
Limit “threshold” qualifications; allow the
search/screening committee more latitude to
evaluate relative strengths
o Arbitrary year thresholds
o “Experience with”
o More is better
o Quality vs. quantity
o Unnecessary requirements
o No unnecessary requirements