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Transcript of Video 3: "Hiring Decisions"

Search Committee Chair: Well, ladies, we're at the end of a very long search process here, but I am so excited about the three candidates that we have. I think we've got some really, really strong candidates, and our goal today really is to decide who is the one person that we'd like to forward to the dean.

Search Committee Member 1: This is really exciting. I can't wait to get the new faculty member on board!

Search Committee Member 2: Oh, me too — but this has been a very long and rigorous process.

Chair: Well, all right then, I thought what we could do first was look at the interview and the presentations, and the feedback that we got from that, and then review some of the qualifications of the candidates. So, the first candidate was Paula Martinez. I thought that her interview showed that she was really personable, and very energetic, and I think that her presentation covered a lot of things that we were looking for. Is there anything to add?

Member 1: Excellent candidate.

Chair: I think so too. Sam Fuentes is our second candidate. Very articulate — I thought that he did a great job in his interviews and, based on the feedback that we got from everybody, his presentation was probably the strongest of all three candidates.

Member 2: Yeah, I agree. I think he was an excellent candidate.

Chair: So, our third candidate was Steve Johnson. Again, a very strong candidate. Very energetic, very personable, engaging during his interviews, and he did a good, solid job conveying the information during his presentation.

Member 1: Also excellent.

Chair: So, looking at all three candidates, I think that this is going to be a really difficult decision for us. So, what I'd like to do now is look at some of the qualifications. All three candidates have a Ph.D., and all three have at least five years of post-doctorate experience. All have some extensive research and publications. So, I think what we need to do at this point is put aside all personal biases and see if there's one of these candidates that really stands out and would be advantageous for us in the department.

Member 2: Well, Tim, how are we going to decide? Each of us has a feeling about who we would like to hire, but what does the policy dictate?

Chair: Well, you know, I think it's really important that we consider the charge that we got when we first got together as a screening committee, and that was to look at the diversity. We all know, sitting around a table, that the diversity within our department isn't very strong at this point. And we don't have an opportunity very often to bring somebody into that mix. And today, we really have one of those opportunities. I really think to improve our numbers, we need to consider an equal or more qualified candidate from an underrepresented group, if we could.

Member 2: Well, in that case, I think we should go with Sam Fuentes. He is either equally or more impressive in every category.

Member 1: But what about Paula Martinez? You can see we really could use some more women in the department.

Chair: Well, that's a good point Joanne, but I think that we can't hire just on that criterion alone. I think that if you look at the feedback that we gathered, Sam's presentation included a lot more research and original work than the other two candidates, when they presented. Everything being equal, I really think that we should give the nod to Sam.

Member 2: Yeah, I definitely agree.

Member 1: [Sighs.] Reluctantly, I have to agree also.

Chair: Sounds good.

Narrator: Achieving a workplace that includes a proportional representation of minority groups does not happen overnight. In some cases, qualified minority candidates may simply be unavailable. That is why it is important to consider diversity starting at the very early stages of recruiting, as well as throughout the search and hiring processes. In addition, employers who are federal contractors must compile an annual affirmative action plan that determines whether the employer needs placement goals to achieve a better representation of minorities, based on the organizational profile, job group analysis, and availability analysis.

Narrator: In the video, you saw a search committee deliberate among three qualified candidates. The committee could have found justification to hire any one of the three, but they stopped to consider the diversity of their workplace, and selected a very well-qualified minority candidate. The committee, and its employer, realizes that everyone benefits from a diverse working and learning environment.

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