A search committee can be the best part of a search process--or the most frustrating for a recruiter. Putting in the time at the beginning pays dividends as the search progresses.
- Committee membership. For some, asking someone to serve on a search committee is like asking them to help you move: they say yes…begrudgingly. Why? Because, to participate takes a great deal of time. Support your committee by being well prepared and preparing them well.
- Wide representation. include invested partners from outside your department if possible; it shows candidates how valued the position is to the division and/or campus, and can provide an outlet for candidates for “non-departmental” perspective.
- 4-6 members. More than that, it can be overwhelming to coordinate for the recruiter and overkill for the candidate.
- Administration. Provide as much material to the committee as possible--at the beginning. Include all relevant material about the position and search process. It helps committee members document their participation and keep it separate from their day-to-day responsibilities.
- Charge. Have your Director/AVP/VP charge the committee. This can provide clarity and encouragement, and show how important the position is to the organization. This should kick off any search.
- Training. Avoid the cringe of an inappropriate question or unprepared committee member through training. Review EO expectations and the materials that support and administrate the search.
- Recommendation vs. decision. Does the committee select the candidate for offer or make a recommendation? Make sure to review the process with the committee to avoid confusion at the finish line.
