Recruitment Resources

The following resources are designed to assist hiring departments and managers with running effective searches. Professional staff, Director level and above, must be directed by a search committee.

• Confidentiality Guidelines
• Search Committee Recruitment Plan
• Director Level and Above Search Process Checklist
• Search Process Checklist
• Staff Search Guide

The following resources are designed to assist hiring departments and managers with running effective searches. Faculty positions must be directed by a search committee.

• Confidentiality Guidelines
• Faculty Search Guide
• Faculty Search Process Checklist
• Search Committee Recruitment Plan

Below are ideal or particularly well-written faculty recruitment advertisements that you may use as samples to write your ad.

• Sample Faculty Ad - A
• Sample Faculty Ad - B

Prepare a core set of interview questions.

• Questions should focus on determining how well the applicant will meet the responsibilities of the position.
• For consistency, ask the same questions of each interviewee. It is acceptable to ask related and appropriate follow-up questions to an interviewee's response.

Types of Interview Questions

• Behavioral - An interview technique that focuses on a candidate’s past experiences, behaviors, knowledge, skills and abilities by asking the candidate to provide specific examples of when they demonstrated certain behaviors or skills as a means of predicting future behavior and performance.
• Situational — An interview technique that gives the interviewee a scenario to help assess how a candidate would perform by asking the candidate to provide examples of how they would respond given the situation described.
• Motivational - These questions assess how motivated and genuine the candidate is regarding the position.
• Managerial - Questions should be designed to assess a candidate's leadership, problem-solving, and decision-making skills.
• Competency Based — An interview technique that focuses on core competencies that align with your position and the organization that would help interviewers better evaluate a candidate’s skills.
• Sample Interview Questions

Types of Questions to Avoid

• Yes/No questions will leave the interviewer with limited information to work with when it comes to determining a candidate’s skills.
• Questions that are not job related.

Helpful Hints to Conduct a Successful Interview

• Determine an interview facilitator (typically Hiring Manager) who will oversee the interview process.
• Discuss the order in which the panel will ask questions.
• Begin by explaining the interview process which should include panel introductions, position description, etc.
• After the interview, provide next steps in the process to the interviewee.
• Always have someone walk the interviewee out.