Guidelines for Completing Recruitment Forms - Office of the Provost ...

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GUIDELINES FOR COMPLETING RECRUITMENT FORMS Office of Faculty Recruitment and Personnel Relations Complete this section if there were changes in the approved recruitment and outreach activities listed in Section II of the Recruitment Plan. Include the names of journals, professional associations, educational institutions, electronic bulletin boards, listserv announcements, etc. that were not previously listed. Copies of the actual position announcements, electronic postings, and announcements must be attached to the completed form. Enter “N/A” if nothing changed. IV. APPLICANT DATA • Number of jobseekers who did not qualify as applicants. Specify the total number of individuals that did not have the basic qualifications, did not submit application materials in accordance with the application procedure or were removed from consideration as a result of “passive “disinterest. 3 • Number of jobseekers who qualified as GW faculty/librarian applicant. Specify the number of individuals that qualified as a GW applicant. To qualify as a GW applicant, the jobseeker must : o o o o Submit application materials for a specific position, in accordance with the application procedures stated in the position announcement; Be considered for the position; Demonstrate, by way of their application that s/he possesses all basic qualifications for the position; and At no point in the selection process, remove himself or herself from consideration or otherwise indicate that s/he is no longer interested in the specific position. • Applicants Considered Beyond Preliminary Screening. Specify the total number of applicants considered beyond the preliminary screening. V. CANDIDATES’ PROFILES • Candidates Interviewed. Give the name, gender and race of each candidate interviewed, but not selected. Use a continuation sheet if necessary. The remaining questions in this section are necessary to gather information for affirmative action purposes. These questions are used to discover why interviewed women, people of color, and candidates with disabilities were considered less qualified than the successful candidate, even if they withdrew from the search. If the candidate withdrew, indicate the reason, if known. If the successful candidate belongs to one of the above groups, there is no need to provide the reasons for not selecting other members of that same group. VI. CLOSED WITHOUT HIRE If unsuccessful in identifying an appropriate candidate and further activity to expand the applicant pool would be futile, complete this section and skip Sections VII and VIII. Submitting the required attachments described in Section IX and obtaining the authorized approvals mentioned in Section X is still required. 3 Passive disinterest may be demonstrated by statements in a cover letter or other applicant materials/communications pertaining to salary, location of work, or other needs may provide the basis to decide that the individual is not interested in the advertised position and, therefore, can be removed from consideration. Passive disinterest may also be shown by a person declining an invitation for an interview, declining a job offer repeatedly, failing to respond to telephone inquiries, emails, etc. asking about continued interest. Revised February 2011 Page 6 of 9
GUIDELINES FOR COMPLETING RECRUITMENT FORMS Office of Faculty Recruitment and Personnel Relations VII. CANDIDATES -- FINAL RAKING & PROFILES Indicate, in the order of preference, those candidates interviewed and to whom the position will be offered. If the top ranked candidate declines the offer, please notify FRPR by email or fax as soon as possible. If an offer will be made to the candidate listed next in the ranking, submit a new RPSPAR with CV and degree verifications, but without the other listed materials. If the search will be closed without hire, submit a new RPSPAR, indicating this, but without the listed materials. VIII. PROPOSED HIRE PROFILE This section is used to provide information about the proposed hire and to document that his/her credentials match the advertised position criteria. It is also meant to monitor internal hires. • Proposed Candidate. Provide the name, gender, and race of the proposed hire. • Department Affiliation. Indicate whether the proposed hire is currently employed or was previously employed by the department/library. • Why the “Best” Candidate. Please briefly describe the qualities that this candidate demonstrated (knowledge, skills, experience, abilities, personal traits, etc.) that made him/her the “best qualified” candidate for the position. For instance, some qualities might include, but are not limited to the following: a clear, relevant research agenda; proven potential for continued scholarship; reputation in the relevant discipline; candidate’s strong performance in a demonstration class, paper defense, or colloquium, and so forth. If recruiting for an individual who is an ABD candidate, s/he must complete degree requirements based on the conditions stated in the position announcement. Department must also obtain and submit a written statement from his/her dissertation advisor that provides a realistic estimate of the likelihood the candidate will be able to complete the degree by the date stated in the position announcement. IX. CHECKLIST OF REQUIRED ATTACHMENTS All of the following applicable documents must accompany the completed form when submitted for review and approval: • Tear sheets of all position announcements as they appeared in journals/periodicals/other print publications and server shots of web announcements at time of posting • Copies of all correspondence sent to other newsletters and select individuals • Confirmation letter/email from dissertation advisor (if applicable) • Proposed appointee’s CV • Verification of all degrees listed on candidate’s CV • Completed and alphabetized yellow copies of applicant data forms for all applicants Failure to provide the appropriate documents will prevent approval of search activity. X. AUTHORIZED APPROVALS As appropriate, prior to submitting forms for FRPR review, obtain the approval and signature of the: • Chair/Director • MFA INC. Human Resources Revised February 2011 Page 7 of 9
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