Search Committee Chair Check List

Transcription

1 Search Committee Chair Check List As Chair it is your responsibility to ensure the integrity of the search. You will lead the committee in identifying applicants that have the skills and competencies to be successful and who will embrace the values and mission of SOU. Getting Started: Arrange for a training session with Human Resources to review search process and guidelines. (This should be done before any committee members access PeopleAdmin.). As a committee develop and agree to search time. As a committee Agree on initial scoring criteria. Send criteria to Human Resources by . (Be sure your criteria conforms to a format that will be compatible with a ranked score 0-4 or 1-5). Eliminate applicants that do not meet the minimums. (There must be a minimum of two committee members who do this). Change workflow status of applicants that did not meet the minimums. Notify committee members they can start ranking and agree on date for rankings to be completed. Meet to review scored applicants and determine who will be selected for interviews. Agree on whether you will be conducting Skype/telephone interviews or only On Campus interviews.

2 Steps to following if conducting BOTH Skype/Telephone and On-campus interviews: Prior to Skype/Phone Interview Review Veterans Preference section of each application that has met minimum requirements. If an applicant has declared Veteran Preference they must advance to the Skype/Telephone interview. As a committee develop your Skype/telephone interview questions. (Note: diversity questions applicable to the position should be included in every search.) Send list of selected candidates to Human Resources so that an Affirmative Action Report can be run. (You will be notified if there are any applicants you should reconsider.) Send interview questions to Human Resources for review and feedback. Identify times that committee members can be available for Skype/telephone interviews. Contact applicants and to set up interview time and if conducting Skype interviews confirm they have the needed technology. Change workflow status of applicants in PeopleAdmin. (Using the bulk move feature, first change those that are no longer under consideration, then change applicants to Tier 2 that you want to reserve and move remaining applicants to on Skype/Telephone interview.) If conducting Skype interviews schedule a room that is set for Skype and contact your Computing consultant to assist with set up if needed. If you plan to record either telephone interviews or the audio portion of your Skype interview, contact your Computing Consultant for assistance/technology. Plan who will ask which questions during the interview.

3 During Skype/Phone Interview If recording let applicant know at the start of the interview. Introduce the committee to the applicant. Keep the interview on track and take responsibility for managing the time and flow of the interview. Prior to On Campus Interview After Skype/Telephone interviews are complete meet with committee to determine who will progress to On Campus interviews. If travel expense will be incurred then reference checks should be done prior to the On Campus interview. If all applicants are local the committee can wait on the reference check steps until after the On Campus interview. Inform candidates that you will be checking references. For supervisor positions ask for at least one prior or current supervisor, peer and subordinate (360 degree reference check). For nonsupervisory positions ask for at least one prior or current supervisor and peer (180 degree reference check). Develop interview schedule and confirm that committee members, hiring authority and any individuals/groups involved in the interview process are available to meet at scheduled times. If applicant will be doing a presentation, agree on topic for presentation and agree on how feedback will be collected (Paper on online survey). Call applicants to schedule On Campus interview times and if applicable provide topic of On Campus presentation. Change workflow status of applicants in PeopleAdmin. Using the bulk move feature, first change the status of those that will not move on. Select option- More Qualified Applicants- Direct

4 Contact. An will NOT be sent. If applicable, move reserve applicants to Tier 2. Next move applicants to On Campus Interview. (Remember you cannot change the status on an applicant once they are moved to On Campus Interview. Also once you move any one applicant to a status of On Campus Interview you will lose the ability to complete bulk moves. If you have any remaining applicants that are not at a status of on campus interview you will need to click into the application and use the orange action tab to move them.) Call or applicants that were telephone interviewed but will not be moving on to on campus interviews. Send out applicants schedules to committee, hiring authority and any other applicable groups. If applicants will be doing On Campus presentation or meeting with groups outside the committee and you plan to attach applicant documents, please delete any personal information off the resume (address phone number etc.). With the committee, develop On Campus interview questions. More in-depth diversity questions should be asked at this stage. If applicable, coordinate questions with other groups so that the applicant is not asked the same questions over and over. Plan the interview. Agree on who will meet the candidate, who will ask which questions during the interview who will escort the applicant around campus and who will close with the candidate at the end of the day. Depending on the position you many want to arrange for applicants to meet with the Benefits officer for a benefits overview. During On-Campus Interview Introduce the committee to the applicant Keep the interview on track and take responsibility for managing the time and flow of the interview

5 Check in with applicant throughout the day to see if they need anything and remember to provide them breaks during the interview period if need. If a background check is required for the position, during the On Campus interviews have applicants complete a Background Check Consent Form. (Download from the Human Resources Website under the recruiting tab.). After On-Campus Interview After interviews are completed, if groups outside the committee have met with applicant, collect feedback including any feedback from campus presentations. Meet with the committee to share information and collect feedback about each applicant. Complete and provide THE SEARCH COMMITTEE SUMMARY RECOMMEDATION FORM to the hiring authority. (See below) Do not rank order applicants. Once the hiring authority has made the final selection, if required for the position, send the background check consent form to the Service Center and notify Colin Bunnell in Human Resources of the applicant that has been selected. Upon successful passing of background check, Human Resources will contact the hiring authority and the hiring authority will make the verbal offer. Once the verbal offer is accepted, call the rest of the applicants to notify them. (Human Resources and we will change their workflow status in PeopleAdmin.) Collect all search committee documents including interview and reference check notes. Attach THE SEARCH COMMITTEE SUMMARY RECOMMEDATION FORM, indicate which applicant was hired and send the compiled information package to Human Resources for record retention. CONGRATULATION S YOU ARE DONE. THANK YOU FOR SERVING AS THE CHAIR FOR THIS COMMITTEE. YOUR TIME AND COMMITMENT TO THE PROCESS HELP INSURE WE ARE HIRNG EXCELLENT EMPOYEES.

6 SEARCH COMMITTEE SUMMARY RECOMMEDATION FORM TITLE OF POSITION THAT WAS SEARCHED MONTH AND YEAR SEARCH WAS COMPLETED NAME OF APPLICANT SELECTED BY HIRING AUTHOIRTY (Leave this field blank until submitting the form to HR at the completing of the selection process) SUMMARY REPORT OF FINAL CANDIDATES: INCLUDE STRENGTHS AND AREAS OF CONCERN FOR EACH APPLICANT BUT DONOT RANK APPLICANTS.