Conducting the Search
Advertising the Position
Placing Announcements
The committee is expected to identify outlets for the
announcement, including outlets specific and appropriate to the discipline as well as
those that show promise of reaching women and minorities and other national audiences
likely to be interested in such a position. The university's Affirmative Action Office
can provide information on strategies and approaches for reaching potential applicants.
Most higher education positions are announced, at a minimum, in the Chronicle of Higher Education, a weekly newspaper read by most higher education professionals and one that has a rapid turn-around time. The office of University Marketing can be helpful in designing the announcement for publication to insure that it is consistent with the university's "image."
Sending Letters
Letters announcing the position should be sent to persons
who may be able to nominate potential candidates, although these individuals receive many
such letters and will probably pay attention only to those that are of special interest
to them.
Making Personal Contacts
The search committee members should understand that
they are responsible for doing more than simply screening applications that are received;
they are responsible for conducting an active search for strong candidates. Some
of the potentially best candidates aren't looking to change jobs, and they therefore may
not respond to a printed announcement or a form letter. It's the responsibility of the
search committee members to make contacts with their colleagues at other universities to
locate potential candidates, as well as to encourage persons whom they know personally to
apply. Search committee members should keep a record of all contacts they make.
The committee should develop appropriate materials about the unit, the university, and the campus community to be sent to persons whom they are hoping to interest in the position.
Responding to Nominations and Applications
Respond Promptly
All nominations and applications should be acknowledged
immediately by a letter from the chair of the search committee. In the case of
nominations, a letter should be sent to the nominator thanking him or her for the
suggestion, and another letter sent to the person nominated inviting an application. In
the case of applications, the candidates should be told how the process of reviewing
applications will proceed, and when they may next expect to hear from the committee.
Included in the letter should be an Applicant's Statistical Data Form, which can be
returned directly to the Affirmative Action Office to create a record as to which
candidates are members of protected classes. It should be emphasized in the letter,
however, that failure to return the form will not damage the applicant's candidacy.
Promote Goodwill
In all interactions with candidates, beginning with the
first letter acknowledging receipt of the application, every effort should be made to
insure that everyone who becomes part of the search process ends the process with
positive feelings about the unit and about Iowa State University. This means that all
applications and inquiries should be acknowledged promptly, all candidates should be kept
informed of the progress of the search, and correspondence should be carefully worded to
emphasize the positive aspects of each person's candidacy.
Document the Process
A file should be prepared for each search containing
all documentation about the search, from advertisement to selection rationale. A separate
file folder should be created for each candidate, containing the candidate's application
materials plus copies of all correspondence with the candidate. To insure
confidentiality, multiple copies of the files should ordinarily not be made. The files
should be maintained in a central location, where they can be made available to the
search committee members for their review. (It may be necessary to consider providing
copies to off-campus search committee members who are unable to review the files on
campus, but this should only be done as a last resort because of the risk to
confidentiality.)
