Look for key characteristics when identifying search committee members:

• Demonstrate good judgment
• Savvy about people
• Can discern talent who know and insist upon high quality work
• Known for their personal integrity
• Perform independently
• Devoted to the goals of UB
• Willing and available to assume the committee assignment

• Acknowledging and commending their efforts
• Demonstrating respect and confidence in their decisions

The details related to the search must be kept strictly confidential including:

• Applications and resumes
• Any related search documents
• Information, i.e., names of references
• Completed screening materials and/or tools
• Responses to interview questions
• Conversations or comments made in search committee meetings

Ways to consider increasing your advertising outreach:

• Contact the Office of Equity, Diversity and Affirmative Action Administration for assistance
• Adopt a year-round diversity recruiting techniques
• Include an external diversity advocate on search committees
• Highlight diversity throughout the language used in the vacancy announcement and all other advertisements
• Send notifications to minority and women’s professional interest groups regarding all new vacancies
• Place ads in targeted journals and on specialized websites 
• Initiate recruitment trips or other recruitment strategies to attract new minority and women Ph.D’s to the University faculty openings
• Reach out to discipline-based organizations
• Advertise with publications, web sites and professional organizations that specialize in the recruitment of diverse faculty members
• Attend national and regional meetings

Creating selection criteria helps to ensure each applicant receives a fair and equitable review during the search process. Your plan should include:

• How the committee will screen applicants initially 
• Determine which candidates meet the required qualifications
• Which applicants will be considered
• What characteristics will move the candidates to the interview stage
• How do you define education, experience and competencies that may be generic on the posting
• Does the candidates values align with UB's mission, vision and strategic plans

Translate your critical goals into observable measurable items to rank candidates. 

Progress about the search needs to be communicated to the appropriate parties throughout the process:

• Communicate with the Dean, Department Chair or Director regarding the process and applicant pool
• Develop a way to keep department faculty informed of the status of the search without breaching confidentiality
• Update the hiring manager for the posting about applicants that can be disqualified from consideration

UB Jobs sends email messages to applicants:

• Acknowledgement emails are automatically sent to all applicants upon successfully submitting their application
• Use UB Jobs to email applicants that are not selected for further consideration

When inviting candidates to campus, you may want to consider one or a combination of the following:

• Meet with the search committee
• Meet with students, faculty and university personnel
• Give a presentation
• Enjoy a luncheon or dinner

Be sure to provide all candidates with contact information for any special arrangements or accommodations that may be needed, including parking and building access.

• Plan consistency in the interview including same questions, setting, time allotment and interviewers
• Allow the committee to make the best comparisons, ensuring that each candidate is treated fairly and minimizing unconscious biases
• Utilize behavior-based interviewing techniques to separate candidates who skillfully answer interview questions from candidates who skillfully display their quality on the job
• Assess the answers to questions to be sure there is no disparate impact on applicants in protected classes and that the questions are essential to judge an applicant’s qualifications
• Resist the urge both to label any given candidate as ‘most promising’ and draw conclusions on candidates prematurely
• Avoid making assumptions based on perceived race, ethnic background, age, disability, veteran status, marital or familial status, sexual orientation or religion
• Ask only for information that can legally serve as a basis for the hiring decision

• That’s an unusual name. Where is it from?
• Are you a U.S. Citizen?
• How old are you?
• What is your date of birth?
• When did you graduate?
• Are you married? Engaged? Divorced?
• With whom do you live?
• Do you plan to have a family? When?
• Do you have children?
• What are your childcare arrangements?
• How tall are you?
• What is your weight? (Questions about height and weight are not acceptable unless minimum standards are essential for the safe performance of the job.)
• Do you have any disabilities?
• Please complete the following medical history.
• Have you ever been hospitalized? If so, for what condition?
• Have you had a major illness in the last 5 years?
• How many days were you absent from work because of illness last year?
• When did you lose your eyesight? How?
• Have you ever been treated for a mental condition?
• Have you ever been treated by a psychiatrist? If so, for what condition?
• Are you taking any prescribed drugs?
• Have you ever been treated for drug addiction or alcoholism?
• What organizations or groups do you belong to?
• Have you ever been arrested?
• If you were in the military, were you honorably discharged?
• What is your current salary?