Successful faculty recruitment requires thoughtful planning, proactive outreach, and consistent candidate evaluation. The resources below support department heads, search committees, and administrative staff throughout the faculty recruitment and hiring process.
Recruitment Planning - Department Head/Director Resources
Before initiating a search, review the applicable recruitment requirements and approvals.
Proactive Recruitment
Posting a position advertisement and waiting for applications may not generate a robust pool of candidates. Search committees should actively identify and encourage qualified prospective candidates to apply.
Committee members can identify potential candidates through recent publications, grant and award recipients, comparable academic programs, professional networks, and disciplinary associations. Divide outreach among committee members and use personalized emails or phone calls to explain the opportunity and encourage candidates to apply.
Faculty Recruitment & Hiring Training
To improve the quality and representation of candidate pools, all members of each hiring committee must complete the Faculty Search Committee Recruitment & Hiring Training offered by Faculty Affairs. This training provides research-based strategies and best practices for identifying candidates who will help us advance our strategic priorities. Committee members may not participate in any search committee activities until they have completed the required training.
Click HERE for the Faculty Search Committee EDGE Learning Training
Search Committee Resources
The following resources are intended to support faculty search committees in organizing the recruitment process and evaluating candidates. Committees should adapt these tools to reflect the specific qualifications and requirements of the position.
Recruitment and Candidate Evaluation Tools
The committee will adapt these tools to be more specific to the position.
- Criteria Matrix
- The matrix helps committees establish position-specific evaluation criteria, define how and when candidates will be assessed, and promote consistency and objectivity throughout the evaluation process.
- Review Matrix
- The matrix rating sheet is a tool for compiling individual committee member ratings and summarizing candidate evaluations. It is intended to be used in conjunction with the Criteria Matrix.
- Applicant Evaluation Tool
- The evaluation tool provides a template for individual faculty members to evaluate applicants. The tool may be modified to align with the specific qualifications and evaluation criteria established for the position.
Additional Recruitment and Search Committee Resources
- University of Arizona Human Resources Guide to Successful Searches
- This guide provides a comprehensive look at the search process and important background information regarding laws, regulations, and policies that inform best practices.
Interview questions and considerations
- A practical University of Arizona Human Resources Library of Interview Questions and Questions to Avoid during a job interview.
- All Search Committee Members complete the EDGE Learning Search Committee Workshop.
- If the position has not already been posted, the committee may help finalize the job description/announcement that will be submitted to Human Resources.
- Department Head/Director completes the Representation of Faculty Search Committees and Recruitment Plan Form. The Faculty Affairs Associate Dean helps acquire all necessary approvals, then submits the completed form with the Job Requisition to Human Resources.
- Establish a proactive recruitment strategy to ensure a robust pool of candidates.
- Utilize Best Practices for reviewing candidates, which include the Criteria Matrix and Review Matrix.
- Foster fair reviews and discussion.
- Include Best Practices: Example Interview Questions for interviews
- Organize On-Campus Interviews that promote best practices and prioritize recruitment
- Utilize the Standard Evaluation Tool to obtain feedback from stakeholders and search committee members.
- Utilize Consistent Questions for all Reference Checks.
- Retain and submit all Search Materials to the Committee Chair.
- Submit a summary of strengths and weaknesses of the finalists to the hiring authority.