Search Checklist

Be Nimble, Be Quick, Be Prepared

In advance, develop a clear search plan that includes:

1. Process for selecting search committee members (see Montclair State University Policy on Search Committees)
   • composition: reflective of the University’s diverse population
2. Process for decision making (vote, consensus)
3. Committee member roles: for example, select individuals to manage administrative tasks, ensure attention to diversity, provide information about the University & department, etc.
4. Decisions about what documents to request, and when; these include:
   • CV & Letter — initial request
   • Request for statements on Diversity, Equity and Inclusion Contributions (see samples)
   • Evidence of Teaching Excellence
   • Letters of reference (requesting these later in the process saves candidates expenses, and it also helps to avoid bias, which research suggests is common for both letter writers and letters readers; see Inside Higher Ed research summary.)
5. Recruitment strategy aimed for an excellent & diverse pool
   • completion of HR Recruitment Plan; see also Recruitment Strategies.
6. Interview questions: 1^st and second round question sets (see Sample Search Committee Interview Questions (DOC).
7. Rubric for screening, including decisions about priorities and strategies for maintaining balance among priorities. (see a sample rubric you can copy and adapt, MSU Faculty Search Cttee Rubric.
8. On-Campus Plan, including list of individuals on campus who candidates should be able to meet for successful recruitment. See On-Campus Visit.

Set-Up Timeline with Specific Dates for:

1. Finalizing search committee composition
2. Initial Search Committee meeting to establish process, meet with HR representative (required; solicit through email to hrcompliance@montclair.edu)
3. Ad Submission(s). Montclair State University posts in The Chronicle of Higher Education, Diverse: Issues in Higher Education and The Hispanic Outlook, and HigherEdjobs.com. For additional suggestions, see HR Suggested Advertising Venues.
4. Recruitment emails (faculty written emails to curated list of potential recruits, graduate program directors, post-doc directors)
5. Application Review Strategy meeting to finalize approach for application review, with an emphasis on creating a process that ensures attention to all requirements and preferred attributes. It is best to develop rubrics and clarify priorities in advance of reading applications.
6. Short-list determination meeting to select Zoom/short-list interviewees.
7. Short-list interviews
8. On-campus determination meeting to determine candidate list for on-campus interviews, and to finalize process
9. On-campus interview days
10. Finalist decision meeting to put together ranked list
11. Sending ranked list of candidates to Dean
12. Completing post-hire processes (check with Dean’s Office and HR representative).

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