Select Hiring Chair, Committee & Interviewers
Responsible party: Hiring Manager
- Nonexempt role:
- Optionally, assemble a hiring committee.
- Include appropriate stakeholders in the interview process.
- Exempt roles:
- Identify a chair for the hiring committee who is familiar with the role, has time, and is committed to leading a fair process.
- Name a search committee and provide a rationale for who is included/not included. Search committees should:
- Include stakeholders who regularly interact with the role
- Be no larger than necessary, often 2-8 people
- Balance the need for input from varied sources with the need to manage staff time commitments to avoid fatigue
- Include no more than three rounds of interviews (e.g., phone, panel, supervisor).
- Invite a group of staff with different perspectives to join the committee/interview process. Recognize that some staff may be overtaxed and that some may decline. Consider an open call for staff interested in the opportunity. Also, consider partners outside of Student Affairs.
- Determine and communicate roles for committee members (e.g., interview panelist, resume reviewer, non-evaluative meet-and-greeter). Think innovatively about role opportunities.
- For any participants outside the division, provide SA-specific information about our commitments and process.
- Name administrative support for the search. Support could include scheduling, communications, hospitality, and any needed accommodations.
- Design selection phases, create a timeline, and write a first meeting agenda.