Faculty Search Checklist: Step 2
Creating the Pool
| Implementing the Search Strategy | ||
| Date _/_/_ |
13. Place advertisements, contact individuals and organizations to request nominations. Also send a copy of the ad to the Office of Diversity for immediate posting to the ASU Job Opportunities Web page. (Note: This is not for approval purposes, but to ensure compliance with a federal regulation that requires government contractors to advertise internally to allow for promotional opportunities.) Searches that may lead to the hiring of an individual who is not eligible to work in the U.S. have specific advertising requirements. Please check the Office of Diversity Web site for more information. |
Search Chair, Committee, and staff support |
| Date _/_/_ | 14. Invite nominees to apply. | Search Chair |
| Date _/_/_ | 15. Acknowledge receipt of application materials and describe anticipated timeline for search process. Ask each applicant to complete and submit a voluntary EEO survey. | Search Chair |
| Date _/_/_ | 16. Develop phone (if desired) and campus interview questions, reference questions and interview itinerary. Dean or dean’s designee approves itinerary. (See Sample Questions/Itinerary) |
Search Committee |
| Assessing the Applicant Pool | ||
| Date _/_/_ | 17. Analyze diversity of applicant pool. | Search Committee & Hiring Authority |
| Date _/_/_ | 18. Approve interview itinerary. | Hiring Authority |
| Date _/_/_ | 19. Certify the Applicant pool or direct Search Committee to redouble efforts to create a diverse applicant pool. | Hiring Authority |
| Date _/_/_ | 20. If search is to be extended, develop and implement plan to diversify applicant pool; return to step 14 or 15. | Search Committee |
