Selection Process
In higher education, the candidate selection process is rarely, if ever, a one-person decision. Hiring the right (or wrong!) candidate may impact your institution for years to come.
What hiring processes best honor the unique talents, career paths, and lived experiences of a diverse slate of candidates? How can you ensure a candidate is a “good fit” for your team and institution, and not simply a reflection of your search committee? How can you minimize bias in all stages of hiring, from the job description, to the interview process, to negotiating salary and benefits?
Explore resources on developing a search committee, mitigating unconscious bias, and other tactics to help create an inclusive and equitable selection process.
- Develop a search committee that benefits from diverse perspectives. From sifting through dozens of applications to inviting a handful of candidates for interviews, to making a final hiring recommendation, the search committee wields significant power in the recruitment process. Diverse committees are more likely to make equitable decisions, and less likely to make factual errors. Explore our faculty search committee toolkit, including four brief films that you can share with your selection committee.
- Mitigate the effects of unconscious bias. We all have unconscious biases—prevalent stereotypes we have absorbed. But don’t let your search committee’s biases stand in the way of hiring qualified candidates. Learn how to mitigate unconscious bias through our films and resources.
- Provide an equitable salary and benefits. Continue your commitment to equity when you make a final offer to a candidate: What are best practices to close the gender and racial gaps in salaries? How can you guarantee an equitable salary and benefits for prospective employees? What role does work-life balance play in the final stages of a job offer?