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1. Review "A Guide to Successful Searches." |
Hiring Authority |
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2. Write draft position description. |
Hiring Authority |
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3. Appoint search chair. |
Hiring Authority |
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4. Appoint search committee and provide link to "A Guide to Successful Searches" to be read before first meeting. |
Hiring Authority and Search Chair |
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5. Identify potential search advisory committee members (optional). |
Hiring Authority and Search Chair |
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6. Describe committee expectations and expected outcomes. |
Hiring Authority |
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7. Arrange for Search Committee orientation. |
Search Chair |
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8. Agree on decision-making approach. |
Search Committee |
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9. Review confidentiality guidelines. |
Search Chair |
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10. Decide on committee spokesperson. |
Search Committee |
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11. Finalize Search Advisory Committee membership committee (if search advisory committee is formed). |
Hiring Authority with input from Search Committee |
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12. Invite individuals to serve on search advisory committee (if Search Advisory Committee is formed). |
Hiring Authority |
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13. Develop search process timeline including targets for advertising, initial screening, phone interviews and campus visits. |
Search Committee |
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14.
Solicit feedback on desired minimum and preferred qualifications from
the Search Advisory committee (if Search Advisory Committee is formed). |
Search Chair |
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15. Solicit feedback on desired minimum and preferred qualifications from constituent groups and the University community. |
Search Committee |
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16. Using draft position description, develop minimum and preferred candidate qualifications. |
Search Committee |
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17. Develop operational definitions and evaluation strategies for all qualifications. |
Search Committee |
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18. Review /suggest enhancements to position description. |
Search Committee |
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19. Decide on application materials required. |
Search Committee |
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20. Write position announcement. |
Search Committee |
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21. Secure position description and position announcement approval from hiring authority. |
Search Chair |
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22. Approve position description and announcement. |
Hiring Authority (who may ask for Executive Search Team advice) |
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23. Develop draft recruitment plan. |
Search Committee |
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24.
Solicit recruitment strategies and potential nominees from Search
Advisory Committee (If Search Advisory Committee is formed). |
Search Chair |
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25. Incorporate Search Advisory Committee recommendations to craft a proposed recruitment plan. |
Search Chair |
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26. Certify recruitment plan. |
Hiring Authority (who may ask for Executive Search Team advice) |
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27.
Develop recruitment plan budget to include advertising, direct mail,
conference attendance, candidate travel, and campus visit cost (note:
Human Resources can provide advertising costs) |
Search Chair with Hiring Authority |
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28.
Request nominations from the University community, especially people of
color and individuals well positioned to suggest viable candidates. |
Search Chair with Hiring Authority (who may ask for Executive Search Team advice) |
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29. Write and place advertisements. |
Human Resources at Search Chair's direction |
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30. Develop screening matrix., phone and campus interview questions and reference check questions. |
Search Committee |
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31. Secure Hiring Authority approval of proposed screening process. |
Search Chair |
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32. Approve/modify screening process. |
Hiring Authority (who may ask for Executive Search Team advice) |
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33. Invite nominees to apply. |
Search Chair |
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34. Acknowledge receipt of application materials and describe anticipated timeline for search process. |
Search Chair |
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35. Provide hiring authority with report on applicant pool diversity. |
Search Chair (with data provided by Human Resources) |
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36. Analyze diversity of applicant pool. |
Hiring Authority (who may ask for Executive Search Team advice) |
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37. "Certify" the applicant pool or direct search committee to redouble efforts to create a diverse applicant pool. |
Hiring Authority (who may ask for Executive Search Team advice) |
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38. Provide status report to affected department, the Search Advisory Committee and the University community as appropriate. |
Search Chair |
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39. Notify applicants (if search is to be extended or if they have been excluded from further consideration). |
Search Chair |
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40. Develop and implement plan to diversify applicant pool (if search is to be extended). |
Search Committee with input from Search Advisory Committee |
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41. Return to step 26 (if search was extended). |
Search Chair |
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42. Review application materials and document screening process. |
Search Committee |
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43. Identify top candidates. |
Search Committee |
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44. Approve initial finalist list or direct search committee to redouble efforts to create a diverse finalist list. |
Hiring Authority ( who may ask for Executive Search Team advice) |
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45. Return to step 43 (if finalist list is rejected). |
Search Committee |
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46. Conduct phone interviews and document responses. |
Search Committee |
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47. Develop finalist list. |
Search Committee |
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48. "Certify" finalist list or direct search committee to extend search. |
Hiring Authority (who may request Executive Search Team advice) |
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49. Notify finalists of plans to conduct reference checks. |
Search Chair |
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50. Conduct reference checks. |
Search Committee |
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51. Notify applicants who are no longer under consideration. (If search is extended, return to step 47). |
Search Chair |
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52. Design campus visit itinerary to include visits with potential colleagues, community groups, etc. |
Search Committee |
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53. Secure Hiring Authority approval of campus visit itinerary. |
Search Chair |
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54. Invite finalists to visit campus. |
Search Chair |
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55.
Arrange travel and lodging arrangements. Ask: "Will you require any
special accommodations?" and " To help us in meal planning, do we need
to be aware of any food preferences or restrictions?" and "Are there
groups or individuals with whom you'd like to meet during your visit?" |
Search Chair |
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56. Revise campus visit itinerary, if possible, based on candidate meeting requests. |
Search Committee |
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57. Invite community members and potential colleagues to meet with finalists. |
Search Chair |
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58. Appoint individual(s) to greet candidate at airport and return him/her to airport after visit. |
Search Chair |
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59. Announce campus visits to the University community. |
Search Chair |
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60. Schedule search committee members or others to accompany candidates during the campus visit. |
Search Chair |
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61.
Forward campus visit itinerary to candidates. Include information on
the Tucson community, the University, the hiring college/division and
department, information on the value of UA employment, dual career
resources, and the University's diversity plan. |
Search Chair |
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62. Contact candidate in advance of visit to answer questions, allay concerns and express excitement about impending visit. |
Search Chair or designee |
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63. Conduct campus visits. |
Search Committee |
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64. Evaluate candidates and write recommendations for Hiring Authority. |
Search Committee |
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65. Share recommendations/analysis with hiring authority. |
Search Committee |
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66. Select candidate or direct Search Committee to close search or invite additional candidates. |
Hiring Authority |
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67.
Provide status report to affected department, University and Tucson
community and Search Advisory Committee (if search is terminated or
extended). |
Search Chair |
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68.
Design offer, which may include start-up package, effort requirements,
travel funds, and employment for partner. Ensure that proposed offer
maintains departmental/college/division equity. |
Hiring Authority |
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69.
Make offer by phone or invite selected finalist (and family) to visit
Tucson. Arrange for meeting with Above&Beyond Relocation Service
for community orientation and housing search (no charge to University
or department for this service) , Human Resources to discuss benefit
options and Human Resources or the Provost's Office to discuss dual
career services as needed. |
Schedule meetings with individuals as requested by finalist. |
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70.
Announce hire to search committee, department, the Search Advisory
Committee, the University Community, and the Tucson community. |
Hiring Authority and Search Chair |
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71.
Thank Search Committee and Search Advisory Committee for their efforts.
Request feedback on how future efforts might be improved. |
Hiring Authority |
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72.
Search related documents such as copies of hiring forms, interview
questions, screening tools and committee notes must be retained in
department files for a period of three years. Electronic copies of job postings, resumes and applications will be maintained by Human Resources. |
Search Chair |
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73.
Share committees' feedback with Human Resources or Office of the
Provost to support enhancement of University search guidelines. |
Hiring Authority |
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74. Announce hire through press release to Lo Que Pasa, local media, and appropriate professional organizations. |
Hiring Authority with assistance from University Advancement. |
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75. Share media announcements with new hire. |
Hiring Authority |
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76. Hold a welcome reception for new hire. |
Hiring Authority |
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77. Support the success of the new colleague. |
The University Community |
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