Provost Search Committee Information

Transcription

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2 Provost Search Committee Information

3 To be an effective/efficient search committee member: Know your role and responsibilities. Use effective and efficient search practices. Understand unconscious bias.

4 Key search-related policies All employment decisions are subject to equal opportunity/ non-discrimination laws, regulations, and policies. 100: Equal Opportunity and Non-discrimination 103: Equal Opportunity/ Affirmative Action Policy on the Announcement of Position Openings 103.1: Recruitment for Executive/ Administrative/ Managerial, Academic Staff and Other Non-Banded Positions 104: Recruitment Period for Position Announcements 112: Pre-Employment and Current Employee Criminal Record Disclosure 304: Academic Staff and Executive/ Administrative Positions Procedures for filling

5 Minimize unconscious bias by Increasing the number of women and other underrepresented groups in the applicant pool. Consciously working to minimize the influence of biases and assumptions. Applying evaluation criteria consistently. Spending sufficient time to evaluate each applicant s complete application. Being able to defend every decision to continue or eliminate an applicant. Periodically evaluating judgments to see if bias has influenced a decision.

6 Think Diversity! Provides a variety of perspectives based on background and experience. Drives innovation and productivity; enhances problem-solving. Prepares us for global citizenship. Provides role models.

7 Recruitment * Effective recruitment is proactive. * Personal contact is the most effective recruitment strategy. * Effective recruitment is labor intensive. * The best applicants may be people who are not looking for a position.

8 Recruitment strategies: Expect all search committee members to actively recruit applicants. Distribute position announcements widely: Professional associations Conferences/leaders in the field (when applicable). Recruit even when there is no open position. Use on-line forums. Use personal contacts.

9 Screening When screening, concentrate on documented ability, skills and experience Reference Calls -Checking references is NOT an optional step in the search process.

10 Collecting reference information: Named references and non-named references. Timing: pre- or post-interview? Be consistent! What to do when candidates do not want supervisor/reference contacted? Customizing reference checks: Identify areas for which more information is needed based on advertised qualifications. Keep notes about who was contacted and summarize the information.

11 Effective phone reference checks: Ask questions that are specific and job-related. Listen carefully and ask follow-up questions. Keep the questions open-ended but be consistent. Let silence be okay.

12 Accommodating applicants with disabilities Applicants are not required to disclose a disability unless they require accommodation. Applicants with a disability may request reasonable accommodation at any time during the application process. Remember that not all disabilities are visible (many aren t).

13 Planning an effective interview Use position description/qualifications as basis for interview questions. Structure the interview: o Start with rapport building questions o Use open-ended questions (avoid yes/no questions) o Ask for behavioral examples o Control the interview o Allow silence o Seek contrary evidence Be consistent but not rigid.

14 Enhancing the overall interview experience Be consistent with all interviewees. Organize well; be upbeat. Be sure all candidates have the opportunity to meet with a wide variety but the same constituencies while on campus. Actively sell the position, your unit, NDSU, and the community.

15 NOTE: North Dakota open records law All records related to a search process are open records under ND law including: All official documents associated with the search including application materials, reference letters or reference information, interview reports. BUT ALSO, personal notes you take about applicants as you review materials, do reference checks or interviews and make a recommendation for hiring as long as they exist.

16 Thank You! Questions? Officers, Coaches and Extension searches: Lois Christianson Audra Hart Ext Ext Old Main 205 Old Main