1. FACULTY SEARCH CHAIR TRAINING

2. QUESTION-HOW LONG DOES A SEARCH TAKE?
How long do you think it takes for a search?

3. ANSWER-AS LONG AS YOU WANT IT TO TAKE!
Go To Timeline.
You are now able to view apps on-line immediately
Can schedule your meetings ahead of time
It is up to you how long you want to search to take
Minimum of 4 weeks

4. ROLE OF SEARCH CHAIR Organize, guide and manage committee
Ensure equal and fair search process
Create a diverse committee
Develop recruitment plan/timeline
Review job description-is it enticing and informative? Why would someone want to come to the university for this position?

5. ROLE OF SEARCH COORDINATOR
Create requisition and send through
“approval process” in e-search
Coordinate all aspects of the search
Attend meetings
May act as a voting member
Set up established advertising methods
Send approvals through for each stage
Explain approval process (Dept Head/Supervisor, Dean/VP, Provost, HR)
Search Coordinator needs a lot of info in order to enter requisition
Can not enter requisition until first meeting has been held

6. DIVERSITY ADVOCACY
Be a catalyst in the search process to ensure that diversity outreach is taking place
Review job posting - is diversity emphasized?
Make personal contacts and encourage the committee to do so. Passive job seekers have proven to be top candidates
Support search committees in avoiding unconscious, unintentional biases
Research diverse advertising sources in the specialized field
Set up appropriate meetings for candidates during the campus interview
Make cold calls
Review the EEO report in e-search

7. SEARCH PROCESS 4 Easy Steps GETTING STARTED EVALUATION INTERVIEW
REQUEST TO
OFFER

8. GETTING STARTED
1. Search Chair appointed and search committee selected
2. Search Chair meets with hiring authority
3. First committee meeting
4. Distribute timeline, coordinator gathers info
5. Enter requisition- routing
Dept Chair/supervisor  Dean/VP  Vice Provost  HR

9. GETTING STARTED cont. FIRST COMMITTEE MEETING
Review and finalize announcement
Identify supplemental questions
Decide on attachments
Discuss advertising efforts
Discuss and develop rating sheets (not required)
Review timeline

10. Data Elements for Requisition
Job Title
New or Existing
Hiring Manager
Control Number
Previous Incumbent
Job Open Date
College/Unit
Anticipated Start Date
Job Close Date
Department
Job Description
Contract
Department Web Address
Required Qualifications
Rank/Range
Full Time Equivalent
Preferred Qualifications
Salary
Justification (for Provost)
Brief Ad Copy
Pooled Search – Y or N
Position Type
Special Instructions
Startup costs
Search Chair
Contact Information
Off Campus Advertising
Search Coordinator
Search Committee
Documents to Attach
Posting Specific Questions
Question Points
Disqualifying Questions

11. JOB DESCRIPTION INFORMATION
POSITION DESCRIPTION INFO:

12. Advertising Requirements
2 additional print or web-based sites/publications
At least one of which is diversity-targeted
15 professional contacts, universities, list-serves
These are minimums, for the success of your search. Please do more!

13. Formal Sourcing Strategy
Potential applicants suggested by current department members
Names of people who “know people” in the field
Journals read by people in the discipline/profession
Professional associations for people in the discipline/profession
List serves populated by people in the discipline/profession

14. Formal Sourcing Strategy
Generating a diverse and qualified pool requires significant energy because we want to reach those that are looking for new opportunities and those outstanding individuals who are “not in the market.”

15. EVALUATIONS
6. Position posted; committee assigned User Name and Password for E-Search System
7. HR posts on UNR jobs page, HigheredJobs.com, Inside Higher Ed, LatinosinHigherEd.com, and Nevada.us.jobs. Coordinator posts on other sites
8. Position closes; EEO report sent
9. Second committee meeting: applications evaluated for minimum qualifications, prepare for first interviews; prepare interview questions

16. EVALUATIONS cont. SECOND COMMITTEE MEETING
Discuss candidates and identify those to be interviewed
3 options: Phone interviews, Skype, CVirtual
Develop phone interview questions
Define interview process – questions, exercises, presentations, written testing, etc.
Note: Entire committee is not required for phone interviews.

17. INTERVIEWS
10. Coordinator changes applicant status to First Interview and gets HR approval to interview
11. Telephone interviews scheduled and conducted
12. 3rd committee meeting to identify those for 2nd interviews

18. INTERVIEWS THIRD COMMITTEE MEETING
Discuss candidates and identify those to be interviewed
Decide who will be meeting with each candidate
Create itinerary; travel arrangements are handled by Search Coordinator
Facilitate campus and/or real estate tours
Special interest meeting for candidates
Administrative Manual requires a minimum of two candidates for campus interviews

19. INTERVIEWS
13. Coordinator changes applicant status to Second Interview and gets HR approval
14. Campus Interviews are scheduled and conducted. If needed, follow up after the interview to thank them for the visit and answer questions
15. Fourth committee meeting to discuss recommendations

20. INTERVIEWS FOURTH COMMITTEE MEETING
Discuss strengths and weaknesses of final candidates
Develop recommendations which may include:
Whether candidate is an acceptable hire
Strengths and weaknesses of candidates
Ranking of candidates
References are checked by either Search Chair or Hiring Authority – REQUIRED!!
Coordinator disperses applicants that are not selected

21. REQUEST TO OFFER
16. Committee makes recommendation to hiring authority
17. Hiring authority makes selection
18. Coordinator changes status and completes request to offer and routes for approval
Dept Chair/supervisor  Dean/VP  Vice Provost  HR
19. Hire is approved by HR; Hiring authority makes verbal offer
20. Written offer is generated; Background check initiated when offer letter is signed
22. Disperse all other candidates in e-search
23. Hire docs processed in HR
24. HR audits search and fills

22. ROLE OF HR
Meet with committee to facilitate outreach & discuss the search process
Consult on advertising/outreach options
Provide ideas on a behavior-based interview process
Approve request to fill, interviews and request to offer
Ensure AA/EEO goals of NSHE and
UNR are supported
Meet with committee at onset of search

23. RECRUITMENT TEAM Jennifer and Seresa Michelle and Seresa
Hila and Ashley
College of Business
College of Education
College of Liberal Arts
Development and Alumni Relations
Intercollegiate Athletics
Provost’s Office
School of Journalism
Research & Innovation VPRI
Jennifer Grogan
Seresa Greer
Administration and Finance
Division of Health Sciences
Orvis School of Nursing
President’s Office
Extended Studies
Michelle Briggs
College of Agriculture, Biotech and Natural Resources
College of Engineering
College of Science
Cooperative Extension
Information Technology
Libraries
Student Services
Hila Talgan
Ashley Schmidt
Help Desk, Temporary and Students:
Angela Gutierrez ,