Lecturer Recruitment Guidelines

The information on this page is specific to lecturer pools and should be used to supplement the information in the search guide and checklists. Please refer to the Non-Senate Search Guide for a comprehensive list of academic recruitment policies.

Hiring Guidelines

All units that hire lecturers are strongly encouraged to have an open area lecturer pool open at all times to accommodate hiring needs as they arise. Lecturer pools can remain open for up to one calendar year at a time, and units may continue to hire out of them for six months after the final date if no current, qualified lecturers are available. However, once a new lecturer pool is opened, the old pool should no longer be used for new hires. Applicants from the old pool should be encouraged to apply to the new one and only the new pool can be used for new hiring needs.

For questions regarding the Unit 18 contract, or reappointment and break-in-service guidelines, contact the Academic Personnel Office (appolicy@berkeley.edu).

Creating the Search Plan

Lecturer pools are generated using AP Recruit, and must comply with the academic recruitment policies in the Non-Senate Search Guide and the Non-Senate Search Plan ChecklistVerify that all items on the checklist have been completed before submitting search plans for approval.

Managing Dates in AP Recruit

Proactive management of review dates is an essential part of running a successful search. The initial review date must be 15 days after the open date and the final date must be one year (365 days) after the open date.  After the initial review date passes, we recommend that analysts set additional future review dates in advance of the search committee’s review of applicants (rather than retroactively) to provide prospective applicants the chance to complete their application before a stated deadline. Review dates should not be set too far in the future (we recommend no further than two weeks). Note that new review dates can always be added up to the final date. We strongly recommend that review dates and final dates are on days that the university is open. Once a review date is set it cannot be moved to an earlier date. 

Applications will only be visible to committee reviewers if they are completed before a review date (deadline is 11:59pm PST the night of the review date). If an application is completed after a review date and there is not an additional review date, the application will remain hidden from reviewers.

If an applicant submits their application in the period of time between a past review date and future review date they will be visible to the search committee, but will not appear in a search report until the future review date has passed. If a search committee reviews any given applicant in a specific review window, they must review all applicants who have submitted in that window. This ensures that all qualified candidates who apply before a set review date receive fair consideration for employment.

Search reports only include applicants who have submitted an application by the selected review date for each report. Only review dates that have passed can be selected for Search Reports.

Review Timeline

This field is intended for lecturer pool recruitments that need to communicate planned review timelines at the outset of searches so applicants know when to apply for consideration for specific semesters (e.g., “Applications are typically reviewed for summer session course needs in April, fall course needs in May, and in November for spring course needs.”)

This field should not be used to communicate internal hiring processes/timelines (for example, do not include statements such as “the search committee will begin reviewing applications after the initial review date,” etc.). Any information put in this field will be displayed in the public job advertisement, so it should only be used for the intended purpose stated above.


The specializations feature in AP Recruit is a helpful tool for managing lecturer pools. Units can list courses or areas of study as specializations. Applicants will select from the listed specializations when they apply to the recruitment. When search committees review the applicant pool, they can filter by applicants who have selected the specialization(s) the unit is searching for in each round of review. All applicants who do not have the desired specialization can be easily filtered out and deselected for that round.

Disposition Reasons

For all lecturer pools, under "Reasons for applicants who met basic qualifications," create a "PERMANENTLY DESELECTED" custom disposition reason.

Reviewing the Pool of Applicants

Keeping track of applicants in the AP Recruit system on an ongoing basis allows units to be prepared to submit search reports as hiring needs arise. Units must submit a Search Report and receive approval prior to hiring all candidates. Units will likely need to submit multiple search reports as they fill department needs for instructors during the year. 

Review individuals who submit by the Initial Review Date (IRD) or additional review dates (as needed)

Individuals who have submitted after the IRD will be hidden from committee reviewers and will not appear in the search report unless an additional review date is added . If there is a need to review individuals who applied after the IRD an additional review date can be added. All applicants who submit their application from the start of the search up to the new review date should be reviewed, with the exception of those who are unqualified or who have been previously permanently deselected.

Review each individual for meeting (or not) the basic qualifications as established in the advertisement

It is recommended that on a regular basis the analyst assess the basic qualifications of new applications by reviewing their CVs in AP Recruit. Assign a disposition reason or disposition comment to individuals who do not meet the basic qualifications that explains which basic qualification they do not meet. They will remain in the "unqualified" section and should not be considered further.

Determine the specific course needs for a lecturer

When a need for a lecturer arises, it may be for a course that requires specific expertise and/or experience. The specializations feature makes it efficient to quickly find applicants who have the desired experience in a specific area/field. Analysts and search committee chairs can also edit applicants' chosen specializations if the applicant's submitted materials reflect different expertise than those selected by the applicant.

Deselect applicants with the wrong specialization using the disposition reason "Other," and state that their area of expertise was not considered for the particular round of review. If a future need arises requiring different expertise, these deselected individuals may be considered at that time. If the unit determines an applicant will never meet the needs of the department, please include "PERMANENTLY DESELECTED" along with the applicant's disposition reason/comment. No additional disposition information is required in future rounds of review for permanently deselected applicants. 

The flag feature in AP Recruit can also be used to indicate more specific fields/areas of expertise listed in applicants' CVs (for example, "developmental psychology," or "ceramics."). 

Applicant Statuses and Disposition Reasons

Interview applicants by phone, video call, or in-person. Assign a disposition reason and comment for all deselected applicants who are interviewed. 

Keep the statuses of those being considered for the position up-to-date. If applicants are interviewed use the "interviewed" status. If they are selected, move their status to "Proposed Candidate." Do not move any applicant beyond Proposed Candidate until after the search report is approved by OFEW.

For each lecturer pool Search Report the following information needs to be clear for every applicant:

  • The individual’s status at the time the Search Report is submitted:
    • Permanent deselection (minimally qualified, reviewed, deselected – will not be considered again). When this reason is used it only needs to be stated once.
    • Wrong specialization (minimally qualified, reviewed, incorrect specialization, deselected for current specific search area, will be reviewed again next time)
    • Deselected for current need (minimally qualified, reviewed, correct specialization, not selected for an interview, will be reviewed again next time)
    • Interviewed (minimally qualified, reviewed, interviewed, not proposed candidate, will be reviewed again next time)
    • Alternate (minimally qualified, reviewed, interviewed, will be selected if the proposed candidate declines)
    • Proposed candidate (minimally qualified, reviewed, interviewed, selected)

Note the candidates who are deselected for a specific hiring need cannot be put forward as the proposed candidate for that same hiring need at a later time, unless they were labeled as alternates.

Alternate Candidates

Alternate candidates are applicants that the committee would like to hire if the proposed candidate(s) withdraws. It is critical that units clearly label alternate candidates using the “alternate for position” disposition reason and provide information in the disposition comment that explains the strengths that make them suitable for hire in the event that the proposed candidate withdraws, but also why they were not chosen as the proposed candidate. Candidates must be interviewed to be put forward as alternates for the position.

For pool recruitments, candidates who are deselected for a specific hiring need cannot be put forward as the proposed candidate for that same hiring need at a later time, unless they were labeled as alternates. For all non-pool searches, after the first search report is approved, only candidates labeled as alternates in the original search report can be proposed for hire in subsequent search reports. 

Creating the Search Report

Please utilize the Search Report Checklist for Pool Recruitments when creating the search report. Review the search report PDF in AP Recruit and ensure that it is clear who is being put forward and that all applicants were reviewed for each round. Verify that all items on the checklist have been completed before submitting search reports for approval.