Creating the Search Plan
Selection Criteria & Planned Evaluation Process
All search committee members should agree upon detailed, and well specified, selection criteria and a thorough plan for the evaluation process, taking into account that search committee members’ ability to participate in later stages of the search process could be inhibited by extenuating circumstances relating to COVID-19.
Although the selection plan section of AP Recruit is optional for non-senate recruitments, all searches should have a contingency plan for how the committee will hold search committee meetings, interviews, and remotely host finalists for “campus visits” (when relevant) if in-person meetings are not possible.
During the Search
Zoom video conferencing is available for video interviews. The campus has a number of resources to provide Zoom support:
The Academic Innovation Studio hosts events on connecting remotely
Searches that have already interviewed some candidates in-person and must conduct their remaining interviews virtually should use the same set of questions and interview structure when possible.
Campus Visits (for searches that typically host campus visits for finalists)
Given that it will be impossible to mirror the in-person experience with virtual “campus visits,” consider alternative ways to provide the same information that a finalist would receive from a campus visit.
Websites on the campus environment
Brief department/college informational videos for faculty (similar to videos created for prospective admitted students)
Information on housing and childcare options
Try to optimize the virtual experience to gather the same information from candidates as you would from an in-person visit. With differing time zones and work-from-home limitations, search committees should consider spreading out the job talks and various meetings with department/college leaders over a few days, rather than trying to fit all meetings into one long day of video calls. The number of meetings should be reduced to those most critical in the process. Introductions to additional stakeholders could be postponed to the onboarding stage to ease the virtual interview process.
Speculation of candidates’ health status, exposure to COVID-19, likely ability/desire to relocate over a given time frame, and other COVID-19 related matters is prohibited. National origin and other protected statuses cannot be taken into consideration in the selection process. As with all searches, candidate evaluation discussions should be limited to the predetermined selection criteria. Additionally, be aware of the tendency to fall back on stereotypes and unconscious biases in times of uncertainty or perceived risk.