Regular Faculty Hiring Process: Step 2

Once the posting is closed and unpublished and OIE has approved the candidate pool, you can start creating your lists.

For postings with a preferred candidate, you may skip the first two steps and move on to conducting interviews.

Formulating the Long List (Only for searches without a preferred candidate)

For searches with no preferred candidate, the search committee reviews applicants to narrow down to a short list.

• The search committee chair or position administrator applies an applicant status of "General Pool Only" and a disposition code to those applicants not selected to move forward to the long list.  This step is necessary for institutional equity reporting.
• The search committee chair or position administrator designates those applicants moving forward by changing the applicant status to 'Long List' in Interfolio.

Creating the Short List for Regular Searches (Only for searches without a preferred candidate)

• The search committee reviews applicants to narrow the pool to a short list.  The short list should be sent to the divisional associate dean for approval.
  • The search committee chair or position administrator applies a disposition code to those not selected to proceed to the short list.  This step is necessary for institutional equity reporting.
  • The search committee chair or position administrator designates those applicants moving forward by changing the applicant status to 'Short List' in Interfolio.
  • The search committee chair notifies OIE that the short list is ready for review.
  • OIE reviews the list and informs the search committee chair whether the short list is sufficiently representative.  You will need to save the email for the hiring packet.
    • Suppose the short list is not sufficiently representative.  In that case, the committee decides whether to work with OIE to expand the short list, and the notification of the search process form is submitted.
    • The department administrator downloads and works with the search committee chair to complete the notification of the search process form to be included in the hiring packet.  Please note that this form is required for all searches.
• The search committee reviews short-list applicants to select finalists for on-campus interviews and sends that list to the divisional Dean for review and approval before proceeding.  Once the divisional Dean approves the list of finalists for on-campus interviews:
  • The search committee chair or position administrator applies an applicant status of 'On-Campus Interview' to those selected for an on-campus interview.
  • The search committee chair or position administrator applies a disposition code to those not selected for an interview.

Creating the Short List for Non-Regular Searches

• The search committee reviews applicants to narrow down the pool to a Short List
  • The search committee chair(s) or position administrator applies a disposition code to those not selected to move forward to the Short List.
  • The search committee chair(s) or position administrator designates those applicants moving forward by changing the Applicant Status to "Short List" in Interfolio.
• Search Committee reviews applicants to select finalists for on-campus interviews.
  • The search committee chair(s) or position administrator applies an Applicant Status of "On-Campus Interview" to those selected for an on-campus interview.
  • The search committee chair(s) or position administrator applies a disposition code to those not selected for an interview.

Conducting the On-Campus Interviews for Regular Searches, including those with a preferred candidate

Interviews must be conducted for all regular faculty searches, including ones with preferred candidates.  Once approved, departments are responsible for arranging campus visits, including interviews with relevant administrators.  Before the visit, ensure that all candidates are given sufficient information about the on-campus interview process, schedule, and expectations before their visit.  This includes information on the number and type of interviews they will have, the format and expectations for the job talk, the kinds of questions they may expect in interviews, whether teaching presentations or sample classes will be required, and how they should expect to get to and from the airport or station, if applicable.

The administrator with whom the candidate will meet depends on the position and rank for which they are being considered:

• Associate or Full Professor candidates: 30 minutes with the Dean, scheduled through the Dean's Assistant
• Assistant Professor candidates: 30 minutes with the divisional Associate Dean or, if unavailable, with another Associate Dean
• TPAC and Research Professor candidates (all ranks): 30 minutes with the divisional Associate Dean or, if unavailable, with another Associate Dean
• Visiting positions: consult with the divisional Associate Dean

Conducting the On-Campus Interviews for Non-Regular Searches, including those with a preferred candidate

• Search Committee performs interviews.
  • The search committee chair(s) or position administrator applies a disposition code to those not hired.
  • Candidates who were offered a position but rejected the offer should have their Applicant Status and Disposition Code changed to “Offer Not Accepted.”
  • If an offer is accepted, the Applicant Status and Disposition Code should be set to “Hired.”
• Once all applicants have their final Applicant Status and Disposition applied, change the Position Status to “Position Complete - Ready for Provost Office Close.

Related Links

Log into Interfolio

Office of Institutional Equity

Faculty Administration Support and Training (FAST)

Categories

• Deans and chairs
• Department chairs
• Faculty Hiring