Provide/direct to resources (e.g. workshops, seminars, videos) to learn how to conduct effective searches

Promote the use of networking recruitment strategies (i.e., personal calls, directories)

Meet with each finalist to share with them the history, mission, future challenges/direction of the department and college

Conduct annual assessments of the search process with Department Chairs in order to ensure that the proper steps were followed in the hiring process

Play a visible role in campus initiatives that address recruitment and retention issues (i.e. taskforces, committees)

Meet with the Department Chair to answer questions about the direction and vision of the college and to address any questions and concerns.

Assess the status of on going searches by contacting the Department Chair and Chair of the Search Committee

In conjunction with the Department Chair, develop retention strategies for new hires.

Continue to stay abreast of trends, issues, policies that deal with recruitment and retention issues

Provide monetary resources for the search process

Use formal and informal opportunities to address the importance of recruitment and retention issues

Continue to work on initiatives that deal with partner accommodations, salary packages, research money, etc. with central administrators

Review ISU procedures for searches and hiring

Develop the Position Responsibility Statement (PRS)

Meet with the search committee to discuss the goals, objectives, timeline, budget, expectations, and proper procedures with members involved in the hiring process

Participate in the on-campus interview of all finalists

In conjunction with the Chair of the Search Committee, conduct an assessment of each faculty hire in order to ensure that the proper steps were followed in the process

Have a visible role in campus initiatives that address recruitment and retention issues (i.e. taskforces, committees)

Construct a search committee that has representatives from the campus community (i.e. students, staff, internal and external faculty members)

Meet with the Chair of the Search Committee in order to monitor the search process

Create a welcoming environment for the new faculty member

Continue to stay current on trends, issues, policies that deal with recruitment and retention issues

Provide an overview of the mission and vision of the department to the search committee

Share university policies with each candidate (e.g., Promotion and Tenure document)

Periodically meet with the new faculty member to assess their adjustment process

Use formal and informal opportunities to address the importance of recruitment and retention issues

Promote the use of networking recruitment strategies (e.g., personal calls, directories)

Keep the Dean of the College abreast of the current status and final selection for searches

Assist the new faculty member in selecting a mentoring committee within the first two months of employment

Provide additional resources to search committee members to assist in understanding personal and professional experiences of candidates

Ask the candidate if they would like community and ISU environment information and share the requested information

Schedule a staff meeting where faculty members can share thoughts and concerns regarding upcoming hires in the department

Develop the final Position Responsibility Statement in conjunction with the selected candidate

Construct a job description that specifically aids to recruit under-represented faculty

Review ISU procedures for searches and hiring

Complete required paperwork and submit to the Office of the Executive Vice President and Provost (See website for forms)

Adhere to the guidelines provided by the Dean of the College and Chair of the Department

Within two weeks of completing the search process, schedule an assessment meeting with committee members toevaluate the search process (Appendix 6)

Promote the use of networking recruitment strategies (e.g., personal calls, directories) when it comes to women, under-represented groups, and faculty of color

Be a spokesperson/point of contact for inquiries from prospective candidates or interested parties and respond in a timely manner

Share findings of the assessment of the search with Department Chair and Dean of College

Learn/review more about conducting effective search processes by reading manuals or watching videos

Coordinate and preside at all meetings with the search committee

Provide the interview itinerary to the candidates prior to their visit with expectations for the visit. Meet initially during the interview with the candidate to give a brief overview of who they will meet with

Establish a search agenda (e.g., time line for the search, a list of interview questions, how to contact references) that demonstrates a commitment to ensuring that all candidates are treated fairly throughout the process

Agree to adhere to the instructions and guidelines set forth by the Department Chair and the Chair of the Search Committee

After the process is completed, provide feedback regarding areas of the search that were effective and ineffective to the Chair of Search Committee

Agree to play an active role (e.g., attending meetings, hosting candidates, completing evaluations) in the search process

Maintain confidentiality throughout the process and refer all inquiries to the Chair of the Committee or Department Chair

Suggest possible mentors to forward to the Department Chair

Plan advertising strategies in order to ensure a diverse pool of applicants

Share community and ISU environment information that the candidate requests, e.g., resources from the Ames Chamber of Commerce, etc.

Learn/review more about conducting search processes by reading manuals or watching videos

Provide feedback to Chair on the needs and concerns of the department in terms of academic qualifications of the prospective hire

Meet with each of the finalists and provide written feedback to the search committee

Assist the Department Chair in creating a welcoming environment for the new hire

Assist the search committee in networking to identify a diverse pool of candidates