This page provides resources for search and screen committee composition and committee kick-off meetings.
Select Search and Screen Participants
The purpose of the search and screen committee is to provide different perspectives on the hiring process and to minimize the likelihood that one decision-maker will have a bias toward or against a particular candidate(s).
- Establish a search committee chair (if necessary)
- Determine committee members using the brainstorming worksheet.
- Finalize and invite search committee members
- Finalize the search committee and receive approval from the chair, if necessary
It is required for all recruitment searches to have participants who will:
- Review the Position Description
- Assist with: Advertising and Sourcing efforts (share the position with professional networks)
- Thoroughly review the applicant material to ensure qualifications for the position
- Interview the candidates
- Meet with the search committee to determine most qualified candidate for the position
Composition
- Consider personnel of the section, department staff from a variety of roles, faculty representatives, and personnel from different departments.
- Diverse representation should be related to race, ethnicity, gender, age, rank, variety of roles, areas of focus, seniority, personnel from other departments, etc. Consider the multi-disciplinary nature of the position and include representative stakeholders.
- If utilizing a standing search committee, add 2-3 ad hoc personnel to increase diversity and engage subject matter experts (individuals from the business area).
Reflection
- Are search committee participants able to offer diverse viewpoints to help mitigate the impacts of unconscious bias?
- Do the participants show a commitment to diversity, equity, and inclusion (i.e. involvement in learning/training opportunities, participation on DEI committees and/or workgroups, etc.)?
Size
Keep the committee to a manageable size! The committee size should be small enough to allow all committee members to participate effectively, while not overwhelming them with the necessary time commitment.
- Must have at least 2 members to enhance the ability to provide impartial assessment of all candidates.
- High-profile searches and faculty search committees typically range from 5 to 7 members.
Prepare Search and Screen Committee
Ensure that the search committee has access to all available resources, including unconscious bias resources, inclusive interviewing, and interview guidance.
Charge Meeting
The committee should receive a formal charge that sets forth the expectations for the position and the search committee’s role. Ideally, the search committee should meet before the position has been released and prior to the application deadline.
- Develop a meeting agenda
- Share the recruitment timeline to outline the recruitment process.
Topics:
- The goals of the recruitment
- Define the tasks and role of the committee in the search.
- Introduce possible sourcing strategies and ask for recommendations/referrals.
- Review the position description, evaluation criteria, and rubrics that will be utilized throughout the process.
- Review how decisions will be made regarding candidate selection (vote or consensus)
- Confidentiality
Confidentiality
- Participants need to maintain a strict level of confidentiality to protect the privacy of the candidates and to preserve the integrity of the search process. It is each participant’s responsibility not to discuss any details of the search with participants who are not involved in the search and screen. All public comments should be made exclusively by the search chair, in consultation with University Communications.
- Written and electronic documentation pertaining to any given search may be subject to public record requests (Freedom of Information Act – FOIA) by candidates or other individuals. Requests may include committee notes and e-mails. It is important to be mindful of the possibility of FOIA requests during the search process.