The search committee must understand its charge from the hiring official. Is the committee responsible for finding one top candidate or for creating an unranked or ranked list of finalists? If a list of finalists, how many? Confirm the expectations of the hiring official to avoid confusion, frustration, and time-consuming mistakes.
In charging a search committee, the hiring official should define the expectations of the search committee by detailing the position description, preferred and minimum qualifications, and advertising and outreach sources; and by developing selection criteria to include an assessment of the candidates' qualifications for teaching, research, and service (or other applicable qualifications) within a diverse environment.
The search committee must establish the selection criteria and procedures for screening, interviewing candidates, and keeping records before material from applicants begins to arrive.
Before beginning the search, the committee should also review the department's goals and consider any existing underrepresentation of women and racial/ethnic minorities, as well as other issues as they relate to conducting an affirmative action/equal employment opportunity search.
