1. Guidance for Search Committees Updated April 12, 2017
CU Human Resources
Guidance for Search Committees
Updated April 12, 2017

2. Concord University – Learning and Development
Learning Objectives
Familiarize participants with the role and responsibilities of CU Search Committee members
Equip participants with guidance and tips for avoiding and migrating risk in the search and selection process
Provide participants with resources for accessing additional information
Policy # 47, Affirmative Action / Equal Employment Opportunity
2.1 It is the policy of CU to utilize all available resources to strive for diversity in
our workforce. Efforts to achieve this will include the following:
2.1.1 Recruit, hire, train, promote, retain, tenure, and compensate persons in all
administrative, classified, faculty, non-classified, and student job titles without
regard to age, ethnicity, disability status, national origin, race, religion, gender,
sexual or gender orientation, marital status, or veteran status unless prohibited
by law;
2.1.2 Advertise in diverse publications, including publications that target minority
groups, as a part of the recruiting and hiring process;
2.1.3 Base decisions of employment to further the principles of affirmative action
and equal employment opportunity;
2.1.4 Ensure that promotion, reappointment and tenure decisions are in
accordance with the principles of affirmative action and equal employment
opportunity by imposing only valid requirements for promotional, reappointment
and tenure opportunities; and
2.1.5 Ensure that all personnel actions including compensation, benefits,
demotion, termination, reduction in workforce including lay-off or furlough, recall
rights, employee training and development, education/tuition assistance, social
and recreational programs will be administered without regard to age, ethnicity,
disability status, national origin, race, religion, gender, sexual or gender
orientation, marital status, or veteran status unless prohibited by law.
Concord University – Learning and Development
7/23/2014

3. Concord University – Learning and Development
Learning Agenda
Lesson 1: The Search Committee’s Role in the selection process
Lesson 2: Search Committee Member Responsibilities
Lesson 3: Mitigating legal issues in selection and hiring
Concord University – Learning and Development
7/31/2014

4. Concord University – Learning and Development
Search Committee Role
Screen applicants via PeopleAdmin to identify potential candidates
Meet with hiring manager to review candidates
Select three to five qualified candidates for interview
Develop list of job related questions for use with each candidate
Conduct interviews and document results
Only interview applicants who meet the minimum qualifications of the position
Debrief after interviews to rank candidates and identify finalist
Review verified credentials of finalist and recommend for hire
Concord University – Learning and Development
7/23/2014

5. Search Committee Membership
Typically three (3) to five (5) members
Hiring Manager – Usually chairs the committee
Human Resources representative (ad hoc)
Faculty representative(s) – nominated by Faculty President
Classified staff representative – nominated by Classified President
Student representative – nominated by SGA President
Concord University – Learning and Development
7/23/2014

6. Search Committee Responsibilities
Ensure selection process is free of illegal discrimination – intent is immaterial
Protect the integrity of the selection process
Maintain confidentiality – limit discussions re: candidate selection to those with the need to know
Impartial – may recuse self if current or former relationship with candidate(s) would present an appearance of conflict of interest
Example: Friendship or family considerations
Do not grant “courtesy” interviews – bad practice
May conduct phone interviews to narrow the pool of candidates brought to campus
Provide hiring manager with recommendations and strengths and weaknesses of candidates
Concord University – Learning and Development
7/23/2014

7. Legal Issues in Selection and Hiring
Managing Risk
Focus on avoiding discrimination in interviewing, selection, and hiring
Consider Equal Employment Opportunity and Affirmative Action
Goal: Identify and select the best qualified candidate to perform the essential functions and make a meaningful contribution to success
Frame interview questions to avoid discriminatory questions by focusing on performance related topics – outcomes and behaviors
Select based on objective criteria, not subjective judgments
Age Discrimination in Employment Act
Americans with Disabilities Act
Civil Rights Act, Title VII
Equal Pay Act
Pregnancy Discrimination Act
Veterans
Disabled
Concord University – Learning and Development
7/23/2014

8. Discrimination in Employment
Base employment decisions on qualifications and abilities
Right to jury trial and possible compensatory and punitive damages
Hiring manager determines the essential functions or tasks for the position and sets performance expectations
Consistently apply same standards to all candidates
Consider rights of members of protected classes and provide equal opportunity
Refer considerations for accommodation to Human Resources
Age Discrimination in Employment Act, Americans with Disabilities Act, Civil Rights Act Title VII, Equal Pay Act, Executive Order 11246, Genetic Information Nondiscrimination Act, Immigration Reform and Control Act, Older Workers Benefits Protection Act, Pregnancy Discrimination Act, Rehabilitation Act of 1973, Uniformed Services Employment and Reemployment Act, Vietnam Era Veterans Readjustment Act of 1974
Concord University – Learning and Development
7/23/2014

9. Pre-employment Inquiries Avoid Discrimination During Interviews
Ask only job related questions and the same questions of every applicant interviewed!
Must not exclude or limit, whether directly or indirectly, any individual on the basis of membership or perceived membership in a protected class
Assessments or testing should be validated before using.
Interview questions, must be relevant to performance of the work
Become familiar with the Guidelines on Pre-employment Inquiries, which identifies many unlawful interview topics. Link:
Concord University – Learning and Development
7/23/2014

10. Concord University – Learning and Development
Tips on Selection
Select and recommend the candidate who:
Has the most relevant academic and experiential qualifications i.e., best qualified
Has excellent interpersonal skills (listening, speaking, and writing)
Best demonstrates the values of Concord University and commitment to its mission.
Is a good “fit” i.e., can get along and work with others in the work unit
Concord University – Learning and Development
7/23/2014

11. Concord University – Learning and Development
Wrap Up / Close
The Search Committee plays a vital role in the selection process
Search Committee has a responsibility to maintain the integrity of the search and selection process
Committee members have responsibilities and legal obligations to keep the selection process free of discrimination
Guidance and counsel are available to committee members to help mitigate risks and improve outcomes
Concord University – Learning and Development
7/31/2014

12. Resources to Learn More
HEPC Title 133, Series 9, Academic Freedom, Professional Responsibility, Promotion, and Tenure, Section 12 Dismissal
Conduct which directly and substantially impairs the individual’s fulfillment of institutional responsibilities, including but not limited to verified instances of sexual harassment, or of racial, gender-related, or other discriminatory practices
CU Board Policy
Policy # 29 , Social Justice
Policy #. 37 Nondiscrimination, Sexual Misconduct, and Other Forms of Harassment
Policy # 47, Affirmative Action / Equal Employment Opportunity
Concord University – Learning and Development
7/23/2014