Devaluing candidates with lukewarm references or recommendation from professional or graduate school references. Devaluing candidates whose prior professional experience focused on working with special populations. In order to support a comprehensive search, Search Committee members may wish to employ one or more of the following strategies: Ask the Chief Diversity Officer to review the applications of all affirmative action candidates Conduct telephone interviews with qualified, under-represented candidates as a means of gathering more information when determining whom should be invited for campus interviews. Ask other members of the hiring unit to conduct of the applicants, with names, "blind reviews" gender and ethnicity concealed where possible. Where questions persist about candidates' credentials, ask for additional references, copies of research articles or other samples of work, etc. to assist in the evaluation. Note when requesting these additional credentials, the request must be made to ALL candidates at this stage of the hiring process. Resist eliminating qualified, under-represented candidates exclusively on the basis of a paper review. Consider conducting phone interviews to all qualified, under-represented candidates. Sample Rubric Template Scoring = YES does meet, NO does not meet, or MAYBE Qualifications Applicant Applicant Applicant ___________________ _________________ __________________ Current Position Current Position Current Position Minimum Qualifications Doctorate in Special Education: High Incidence Disabilities or closely related field by 8/15/XX 3 years teaching experience in p-12 special education settings
Devaluing candidates with lukewarm references or recommendation from professional or graduate school references. Devaluing candidates whose prior professional experience focused on working with special populations. In order to support a comprehensive search, Search Committee members may wish to employ one or more of the following strategies: Ask the Chief Diversity Officer to review the applications of all affirmative action candidates Conduct telephone interviews with qualified, under-represented candidates as a means of gathering more information when determining whom should be invited for campus interviews. Ask other members of the hiring unit to conduct "blind reviews" of the applicants, with names, gender and ethnicity concealed where possible. Where questions persist about candidates' credentials, ask for additional references, copies of research articles or other samples of work, etc. to assist in the evaluation. Note when requesting these additional credentials, the request must be made to ALL candidates at this stage of the hiring process. Resist eliminating qualified, under-represented candidates exclusively on the basis of a paper review. Consider conducting phone interviews to all qualified, under-represented candidates. Sample Rubric Template Scoring = YES does meet, NO does not meet, or MAYBE Qualifications Applicant ___________________ Current Position Applicant _________________ Current Position Applicant __________________ Current Position Minimum Qualifications Doctorate in Special Education: High Incidence Disabilities or closely related field by 8/15/XX 3 years teaching experience in p-12 special education settings
Faculty%20and%20Staff%20Search%20Guidelines%2011_5_14.docx