When it has been decided to fill a position, one of the first steps is to choose the members of the search committee. A successful search committee can set the tone for the search process and for most candidates, is the initial and lasting impression of PSU.
Choosing the committee:
The hiring manager should choose the search committee members as soon as possible after the position has been announced. In selecting a committee, you may want to consider including representatives from the following groups:
- Peers or colleagues
- Important stakeholders
- Subject matter experts to assess knowledge, skills, and abilities
- Clients/customers of the position
- Diverse people to provide a valuable dimension to committee discussions
- A member of human resources
When choosing a committee, keep in mind that the more members there are, the harder it will be to schedule meetings, come to a consensus, and how it can affect the overall efficiency of the process. With that in mind, 3-5 members including the search chair is typically recommended for most positions.
Search Committee Composition:
Hiring Manager
It is the task of the hiring manager to select and charge the search committee. This person will decide the role they will themselves play throughout the search process, who they want on the committee, and a basic timeline.
Search Chair
The search chair is the person responsible for carrying out the search as charged by the hiring manager. They will make sure that:
- all search committee members understand their roles
- fair hiring practices are followed
- there is a liaison between the search committee and the hiring manager
- HR and/or OGDI are consulted as needed
- good faith affirmative action efforts are exercised at every stage of the process
- all committee members maintain strict confidentiality (includes, but not limited to applicant names, qualifications, personal demographic information, personal information, and committee discussions about the applicants)
Search Coordinator
The search coordinator is the person responsible for the administrative and logistical aspects of the search. They may:
- manage applicant files
- communicate with candidates
- place ads
- schedule search committee meetings and interviews
- disposition applicants in PeopleAdmin
- collect and maintain all documentation related to the search process for retention
- maintain strict confidentiality (includes, but not limited to applicant names, qualifications, personal demographic information, personal information, and committee discussions about the applicants)
Search Committee Member
A search committee member will participate in all aspects of the search process by:
- understanding the role of the position within the department
- participating in active outreach to diverse groups of potential candidates
- recognize and avoid unintentional biases throughout the whole process
- provide a fair and equitable assessment of each applicant’s skills, knowledge, and abilities
- maintain strict confidentiality (includes, but not limited to applicant names, qualifications, personal demographic information, personal information, and committee discussions about the applicants)
The Search:
When scheduling meetings for the search committee, it is helpful to create a reverse timeline, starting with the start date of the new position. Factor in notice time for the final candidate, time needed to conduct onsite interviews, and for effective advertising.
Discuss screening criteria before screening applicants – preferably at the first meeting. For each required and preferred qualification, the committee should determine the following:
- When to assess it (application, interview, reference check, etc.)
- Importance (weighing it in relation to other qualifications)
- Relationship to the job (what would they be unable to do without it?)
- Screening criteria (what are different ways someone might meet the qualification?)
- Emphasize the importance that every minimum qualification will be met before proceeding with an interview