| The Screening Process |
| Date _/_/_ |
21. Review application materials using matrix developed in number eight, and document screening process; identify top candidates outlining strengths and weaknesses. |
Search Committee |
| Date _/_/_ |
22. Approve initial finalist list or direct Search Committee to redouble efforts to create a diverse finalist list. |
Hiring Authority |
| Date _/_/_ |
23. If finalist list is rejected, return to step 13 or 21. |
Search Committee |
| Date _/_/_ |
24. Conduct phone interviews and document responses (if appropriate to help narrow the finalist list); develop interview list. |
Search Committee |
| Date _/_/_ |
25. Certify Interview list or direct Search Committee to extend search. |
Hiring Authority |
| Date _/_/_ |
26. Notify finalists of plans to conduct reference checks (on and off list). |
Search Chair |
| Date _/_/_ |
27. Conduct reference checks (optional as to when references are checked). |
Search Committee |
| Date _/_/_ |
28. Notify applicants who are no longer under consideration. |
Search Chair |
| The Interview Process (See Handbook pp. 8-9 and 17) |
| Date _/_/_ |
29. Invite finalists to visit campus. |
Search Chair |
| Date _/_/_ |
30. Arrange travel and housing. Consider special needs, food preferences/restrictions, candidate’s wishes to meet with specific groups or individuals. Revise campus visit itinerary (item 18) as needed, based on candidate meeting requests. |
Search Chair and Search Committee with assistance of support staff |
| Date _/_/_ |
31. Share interview itinerary with appropriate individuals. |
Search Chair |
| Date _/_/_ |
32. Appoint individual(s) to greet candidate at airport, accompany candidate during the campus interview, and return him/her to airport after interview. |
Search Chair |
| Date _/_/_ |
33. Forward campus interview itinerary to candidates. Include information on the Phoenix metropolitan area, the value of ASU employment, the hiring college and department, and dual career options and resources. Contact candidate in advance of visit to answer questions, address any concerns, and express enthusiasm about interview. |
Search Chair or Designee |
| Date _/_/_ |
34. Conduct campus interviews. |
Search Committee |
| The Selection Process |
| Date _/_/_ |
35. Evaluate candidates and write recommendations in the form of strengths and weaknesses of each finalist for Hiring Authority. There should be no ranking of finalists unless requested by the Hiring Authority. |
Search Committee |
| Date _/_/_ |
36. Select candidate for hire. |
Hiring Authority |
| Date _/_/_ |
37. Approve candidate or direct Search Committee to close search or invite additional candidates. |
Hiring Authority |
| Date _/_/_ |
38. Provide status report to affected departments if search is terminated or extended. |
Search Chair |
| Date _/_/_ |
39. Design offer, which may include start-up package, effort requirements, travel funds, and employment for partner. The proposed offer should take departmental/college equity into consideration. |
Hiring Authority |
| Date _/_/_ |
40. Make offer by phone. Arrange for community orientation and housing search, and Human Resources to discuss benefit options. |
Hiring Authority |
