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FACULTY RECRUITMENT WORKSHOP College of Arts & Sciences BU College of Arts & Sciences 2014

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  • Slide 1
  • FACULTY RECRUITMENT WORKSHOP College of Arts & Sciences BU College of Arts & Sciences 2014
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  • The Point Is To Search Screen Recruit BU College of Arts & Sciences 2014
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  • The Point Is To Search Active, not passive: dont just wait for the files. Search thoroughly: expand the pool, think broadly; push beyond the usual. Search fairly: think about this at every move. Screen Recruit BU College of Arts & Sciences 2014
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  • The Point Is To Search Active, not passive Search thoroughly Search fairly Screen First establish explicit criteria, then apply them. Develop a method and timeline in advance. Apply the criteria and method fairly in a conscious and self- reflective way. Check yourselves. Recruit BU College of Arts & Sciences 2014
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  • The Point Is To Search Active, not passive Search thoroughly Search fairly Screen First establish explicit criteria, then apply them. Develop a method and timeline in advance. Apply the criteria and method fairly in a conscious and self-reflective way. Check yourselves. Recruit Remain aware that every interaction with every candidate determines how attractive this university will appear to the candidate as a place to live and work. Be on the lookout for what the candidate needs and wants. BU College of Arts & Sciences 2014
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  • Who is Involved? Who Does What? Faculty All faculty in the department are involved and responsible. Together, establish the academic plan and set the priorities that govern the search request. All faculty should be in constant search mode. All (not just those in the subfield) are responsible for the screening and evaluation of candidates. Attend the public events such as lectures. Interview the candidates. Participate seriously in the departmental deliberation and vote. All (not just those in the subfield) are responsible for recruiting candidates. BU College of Arts & Sciences 2014
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  • Who is Involved? Who Does What? Faculty (cont.) All faculty in the department are involved and responsible. Faculty from other relevant departments and programs should be included. If the position is clearly relevant to another discipline or field, include representation on the search committee. Invite members of the cognate department/school to events such as the talk. Solicit their views. If only selected candidates are especially relevant to another discipline, involve the other department as described above. BU College of Arts & Sciences 2014
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  • Who is Involved? Who Does What? Search Committee The search committee is responsible for leadership in searching, screening, and recruiting but it acts in an advisory capacity to the department/program. The responsibility for searching, screening, and recruitment is not fully delegated to the search committee. BU College of Arts & Sciences 2014
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  • Who is Involved? Who Does What? Department Chair & Administrator The department chair has the final responsibility to ensure that the process was accomplished as it should be: well-organized, legally and ethically, with appropriate communication and record-keeping, intelligently, with appropriate collaboration among faculty, with other departments/programs, with the Dean. The department chair is responsible for recommending the terms to the Dean and closing the deal. The department administrator supports the search and makes sure it is well organized and takes the right steps. BU College of Arts & Sciences 2014
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  • Who is Involved? Who Does What? The Dean(s) The Dean has the final responsibility to insure that all the processes in the College were accomplished as they should be: well-organized, legally and ethically, with appropriate communication and record- keeping, intelligently, with appropriate collaboration among faculty, with other departments/programs, with the Dean. The Dean is responsible for doing whatever she can to recruit and retain the best possible faculty across the College and in every department and program. BU College of Arts & Sciences 2014
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  • Who is Involved? Who Does What? The Dean(s) (cont.) The Dean(s) Oversees the search, screen, and recruitment processes at all stages. Checks the list of finalists (and almost finalists) for quality assurance purposes and to be aware of opportunities and challenges. Interviews all finalist candidates (Associate Deans for assistant professors; Dean for tenured appointments). Works with the department chair to anticipate issues requiring attention before the final vote. Works with the department chair to develop the offer and recruitment strategy. BU College of Arts & Sciences 2014
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  • Steps for Effective Recruitment Develop and execute a good communication plan. Search committee steps for developing recommendations to the department. Proposing candidates for on-campus interviews. The campus visit and interview. After the interview: Making a choice. Developing an offer. Closing the deal. Throughout: Avoiding Faulty Judgment. BU College of Arts & Sciences 2014
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  • Develop and Execute a Good Communication Plan Plan necessary communications with candidates & follow through. Acknowledgement of receipt of materials. Responding to questions. Invitations to campus: clarity of expectations. Dont forget No thank you. Confidentiality is crucial Make sure everyone understands appropriate communications/interaction. Legal dimensions: subjects to raise, comments to make. What messages to give to candidates through words & behavior. What is good about working here? BU College of Arts & Sciences 2014
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  • Search Committee Steps for Developing Recommendations to Department 1. Before reviewing files at any level, search committee and department agree on the process for reviewing files and selecting semi-finalists and finalists that will be followed and the major criteria that will be used for selecting candidates. 2. Include consultation with faculty experts where useful; include faculty from other disciplines where appropriate. 3. Do not just use an automatic vote system. Have a discussion of the candidates in light of the criteria. BU College of Arts & Sciences 2014
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  • Proposing Candidates for On-Campus Interviews 1. Discuss the recommendations at a department meeting and decide. If multiple departments involved, find a way to validate the choices through the departments. 2. Forward the proposed list of candidates for interview, with a copy of each dossier, to the appropriate associate dean of the faculty electronically, along with general target dates for interviews AND forward the names and cvs of the next three candidates who might be interviewed if the department moved further down the list. BU College of Arts & Sciences 2014
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  • Proposing Candidates for On-Campus Interviews (cont.) 3. Work with the Office of Faculty Actions to schedule interviews with the appropriate associate dean. For candidates for assistant professor positions or professors of the practice, the appropriate associate dean should interview the candidate with the department chair present. For candidates for tenured positions the Dean should also be present. BU College of Arts & Sciences 2014
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  • The Campus Visit and Interview Give the candidate very clear instructions and expectations. Organize the schedule carefully, being careful to include those who should be included. Do not forget graduate students and undergraduates; colleagues from relevant departments & programs. Candidates first impressions of the department count. Understand the role of the decanal interview. The exit interview (preferably with the chair) is important. Social occasions are important, but not merely an excuse to have free meals and expensive wine. For a restaurant dinner, limit the number of people to a number that can have a conversation simultaneously with the candidate. BU College of Arts & Sciences 2014
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  • The Campus Visit and Interview (cont.) Make sure all colleagues are clear about what constitutes appropriate communication during an interview situation. Be careful about personality judgments. The chair (or a specific designee) may ask the candidate about requirements and expectations, but do not make promises or speculate about the expected offer package. Collect systematic feedback, especially from those who wont be present in the deliberation and decision meeting: students, faculty from outside the department. BU College of Arts & Sciences 2014
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  • After the Interviews: Making a Choice 1. The search committee should be active in soliciting assessments before deliberating. 2. The department chair meets with the appropriate associate dean after the final interview and before the search committee and department meetings at which the candidates will be discussed for possible recommendation for appointment. They discuss the candidates and any issues that the dean believes should be addressed in the department discussion. BU College of Arts & Sciences 2014
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  • After the Interviews: Making a Choice (cont.) 3. The search committee should return to the criteria and goals of the search as a framework for deliberation and explicitly consider the quality of the evidence and the basis of their

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