Evaluate Applicants

Acknowledge Applicants

Department administrators may be involved in communicating directly with candidates to acknowledge applications and respond to questions. Communication should be consistent to all applicants.

** Useful tips:

• Establish a service account e-mail address specifically for the search. With the search committee chair, create a plan for administering the service account, including who should have access to the account (i.e. all search committee members, the department chair, etc.) and who is responsible for responding to messages. Maintain a thorough record of the search by directing all correspondence through this account.
• Search details, including timelines, are often subject to change. Be careful not to communicate or commit to specific details that may change.
• Applicants who submit required materials outside of PeopleAdmin should be encouraged to apply through PeopleAdmin.

Screen Applicants, Reduce Applicant Pool to ‘Short List’, and Interview Final Candidates

The search committee will screen applicants and reduce the applicant pool to a ‘short list’. Individual practices will differ, but the committee will typically review all applications and present recommendations to a fuller group of department faculty. This process may also include telephone or videoconference interviews. Search committees are required to maintain a consistent process for all applicants at each stage of the process.

** Action items:

• Establish and follow a process for sharing application materials. This can be done via PeopleAdmin, use of Google or network drive, or hard copies.
• Support transitioning candidates in PeopleAdmin when the short list is created. PeopleAdmin will send out automatic notifications to applicants who are determined to not have met the minimum requirements.

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