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Guide To Successful Searches - Intro

1. Overview

   Nothing strengthens or differentiates an organization more than its people.

   Because each new University of Arizona hire represents an opportunity to shape our collective future, exceptional care must be taken each time we seek to add new members to our academic community or to promote individuals from within it.

   Search committees play a critical role in shaping the University of Arizona's future by identifying promising candidates likely to increase the University's success. To support search committee members in their important and challenging roles, this guide has been developed to:

   • Clarify search committee roles and responsibilities;
   • Provide strategies for developing diverse and qualified applicant pools;
   • Offer guidance about effective screening and selection criteria;
   • Describe strategies for effectively communicating with applicants, constituents and the University of Arizona community; and
   • Suggest protocols designed to protect the University of Arizona against unnecessary liability.

   This guide is one of many strategies designed to support University excellence. It is a work in progress and will be revised and updated as the University community provides suggestions for its enhancement and improvement and continues to strengthen its diversity efforts.

2. A Few Words about Equal Employment Opportunity, Affirmative Action and Diversity

   Before beginning a search, it is helpful to understand the difference between the concepts of "equal employment opportunity," "affirmative action," and "commitment to diversity."

   Equal employment opportunity means that all individuals must be treated equally in all employment decisions, including hiring. Each applicant must be evaluated on the basis of his or her ability to perform the duties of the position without regard to race, color, religion, sex, national origin, age, disability, veteran status or sexual orientation.

   Affirmative action requires that additional efforts be made to increase employment opportunities for women and members of underrepresented groups when there is underutilization in a job classification. Affirmative action also requires an organization to demonstrate a good faith effort to recruit, employ and advance in employment qualified individuals with disabilities and veteran status. These efforts may include expanded efforts in outreach and recruitment to increase the pool of qualified women, people of color, individuals with disabilities and veterans.

   Diversity is a broader more inclusive concept. An organization committed to diversity welcomes, values and engages people heterogeneous in background, perspective and experience. An organization committed to diversity builds a community in which people feel included, understood, and appreciated. An organization committed to diversity recognizes the power of difference and creates opportunities to build on the strengths of a rich and varied community of committed individuals.

   We recognize there is power in diverse perspectives and experiences and seek to build and sustain an inclusive community. Therefore, a commitment to diversifying our academic community is imbedded in the strategies described in this guide. We demonstrate this commitment by extending beyond federal equal opportunity and affirmative action requirements.

3. Search Committee Support

   The University of Arizona has established an Executive Search Team to support the success of often challenging executive level searches. Coordinated by the Vice Provost for Academic Affairs, the Executive Search Team serves as a resource to the Provost providing advice on search committee composition, search design, and screening process. When necessary, the Executive Search Team may be active partners in the recruitment process.