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Search Committee

Participation on a search committee represents a significant responsibility.  The integrity of a search depends on the strict adherence to the principles of complete confidentiality. Search committee members are expected to preserve and protect the confidentiality of candidate information.  This responsibility includes non-disclosure of the names and/or status of any candidate participating in the search process and/or the content of search committee meeting proceedings to anyone.

Roles and Responsibilities

Hiring Official

Designated hiring authority.

Search Committee Chair

Manages and guides the process. Schedules and directs all meetings; Insures proper policies, procedures, and forms are adhered to and completed correctly.

Affirmative Action Representative

Ensures and witnesses that equal opportunity and affirmative action exist throughout the entire process.

Search Committee

Serves as advisory to Hiring Official, consists of three to five (or more) individuals that are gender and race/ethnically diverse. May include faculty, administrators, students, alumni and/or community members.

Search Process Point Person

Serves as the point of contact for AAEC and administrator for the search; Maintains the search record, applicant flow log, applicants files, sends correspondence to applicants and acknowledgement letters. Maintains records in a central location and in a confidential manner. Should be aware of all aspects of the search process.

Best Practices

  • 3-5 people, 5 preferred
  • Diversity of perspectives is key (360 degree viewpoints)
  • Think outside the box and consider representation outside of the Department, College/Division, and University
  • Confidentiality and availability is a pre-requisite to serve to avoid unnecessary delays
  • Ensure you have technical expertise on the committee  
  • The hiring official and the Affirmative Action Representative to provide the committee with a verbal and/or written charge that clearly communicates the committees role and responsibilities regarding equal employment opportunity and affirmative action,the recruiting goals of the College/Division/Department and the protocols required to make the recommendation to the Hiring Official, expectations regarding confidentially, how to evaluate candidates, review permissible inquires and to provide the search timeline.
  • To ensure that each candidate is treated fairly, the Search Committee and/or Hiring Official should design a method of evaluating candidate applications and interviews, interview questions, itineraries, reference checks and reference check questions. 


Forms and Documents