Each search presents an opportunity to tell the University's "story." A well-managed search will reflect well on the University; while a poorly managed search has the potential to damage the University's reputation and hamper the success of future searches. Applicants who feel that they were treated in a courteous and respectful manner during the search process are less likely to be angry if not selected and less likely to file a complaint about the decision or process. In recognition of the time and effort required to pursue University employment, search committees must treat all applicants in a respectful manner. Communicating efficiently and effectively is essential. As such, the search committee chair must ensure that applicants:

• Receive acknowledgement that their materials have been received and are informed of the decision-making timeline;
• Are informed as soon as they are removed from consideration (though be cautious about notifying "second tier" candidates who make eventually move to the "first tier" of consideration; and
• Are informed of delays in the search process.

When a candidate interviews on campus, but is not advanced to the next stage, a phone call rather than a letter sends an important message about our appreciation for the candidate's time and effort.

If an applicant inquires about why he or she was not selected, the inquiry should be forwarded to committee chair. A detailed explanation of why the applicant was not selected is neither required nor advised, though a telephone conversation during which you provide specific guidance about the search committee's impressions about the individual's strengths and weaknesses may be appreciated.

It is important to maintain on-going communication to the campus community regarding the status of key searches. Such "progress reports" may be distributed through the normal channels used to communicate to the campus constituents such as 3-D memos and listservs. Progress reports should be drafted by the chairperson at key points in the search:

• After semi-finalists have been identified and selected for pre-interview (not to include actual names of candidates);
• After the finalist list has been identified and candidates have been notified;
• Prior to the campus visits of final candidates to include schedule of on-campus meetings or open forums; and
• When a candidate is selected and has accepted an offer.

Engaging the University committee in the search process can provide the search committee with valuable feedback about candidate viability and give the candidate an opportunity to assess campus climate. To engage the broader University community, search committees are encouraged to announce the schedule of open forums and invite a wide range of constituent groups to attend including students, staff, faculty and interested members of the Tucson community. After the finalist list has been made public, the curriculum vitas of the candidates should be made available for public review. Evaluation forms should be provided to all parties involved and responses should be included in search committee discussions.