The search committee evaluates the applicant pool by screening applications based on advertised minimum and preferred qualifications. The committee is cautioned to be mindful of biases in the screening process that could inadvertently screen out well-qualified applicants with non-traditional career paths, non-traditional research interests or publications, and those from Historically Black Colleges and Universities or other minority-serving institutions.
It is important to recognize that diverse paths and experiences can make positive contributions to a candidate's qualifications. Acknowledge the value of candidates who are "less like us" and consider their contributions to our students, who are increasingly more diverse. As a search committee member, you are encouraged to think carefully about your definition of "merit," taking care to evaluate the achievements and promise of each applicant rather than relying on stereotypical judgments. Make sure the process allows each member of the group to contribute to the evaluation of all applicants.
The hiring official should review the composition of the applicant pool to determine if additional recruiting efforts are needed. Your unit affirmative action officer and the Office for Equal Opportunity can assist you.
