“The more diverse college and university faculty are, the more likely it is that all students will be exposed to a wider range of scholarly
perspectives and to ideas drawn from a variety of life experiences.”
- Association of American Colleges and Universities
Shattering the Silence
It is crucial that job criteria remain the basis for the
decision through the concluding phase of the selection
Departmental practices vary as to whether, how, and at
what point candidates are numerically ranked. It is beyond
the scope of this document to recommend a particular
method. However, as in every other stage of the search
process, there must be consistency in how candidates are
evaluated and ranked vis. a vis. each other.
There should be a written rating for each candidate in
regards to how they fare in relation to the job criteria.
At the early phase of the search process, that could take
the form of a simple checklist of the agreed-upon minimum
qualifications. A second screening should include
thorough written comments on a spreadsheet outlining all
the selection criteria.
At the final stage of evaluating candidates,
documentation should reflect the results of the
interview itself, as well as reference checks, job
talks or other presentations, and any other selection
method utilized for all semi-finalists and/or final
Different departments have created varying practices
regarding the format for presenting the finalist(s) to
the hiring authority. A good rule of thumb is this:
only objective, job-related information should be
presented to the person making the final decision.
A summary of each individual’s weaknesses and
strengths as it pertains to the job criteria would be