Search and Selection Process

Before a Search Begins – The hiring official ensures that iSchool HR (iHR) is provided with an up to date position description. iHR will ensure that the position descrioption has been reviewed and updated with UHR within the last six months. iHR will also evaluate minimum qualifications and preferences to ensure that stated qualifications reflect the actual knowledge and skills necessary to complete the job. iHR is available as a resource to help develop and write job descriptions.

Starting the Search Process – The Hiring Official or search chair will complete a search and selection plan in eTerp and route to iHR for approval and inclusion in posting. Search and selection plans will need to include an advertising plan and a stated plan that explains what specific efforts will be made to recruite women and minority applicantions. If a search committee is being used, a diverse committee will need to be identified and a consistent method for reviewing candidates will need to be stated.

Advertising/Posting a Position – Advertisements will be based on relevance to position qualifications and funding. iHR can assist with identifying appropriate venues.Special attention should be made to help recruite a diverse and talented applicant pool.

Search Charge – searches utilizing a search committee must be charged by an Equity Administrator and the hiring official prior to the review of any candidates.

The iSchool Staff Equity Administrators are:

• Staff Searches  – Kibbi Hendersen, kibbihen@umd.edu
• Faculty Searches – Renee Hill, rfhill@umd.edu

Evaluating the Candidate Pool/Interviewing – Applications materials (viteas, cover letter, letters of reference, etc.) will be available immediately upon submission in eTerp.

After the search charge the search committee will screen the candidates for minimum qualifications and determine those candidates to be contacted for interviews. Those who do not meet the minimum qualifications for the position will be excluded from further consideration.

After the interview process, the committee will assess the strengths and weaknesses of each person, based on the stated qualifications and preferences listed in the position description.

The search committee must prepare and submit search minutes detailing the search process and identifying the strengths and weaknesses of each candidate interviews. The search minutes should indicate the finalists for the position that are being forwarded to the hiring official. The search chair will need to submit the search minutes in eTerp. Example minutes – PDF

Search Resources:

UMD Procedures and Guidelines for Conducting Searches
UMD Hiring Action Flowchart

Search Roles 

• • Equity Administrator:  To assist the search committee attract a diverse pool of qualified applicants and ensure a fair and equitable search process.  They will also review job description for qualifications that can be used to screen applicants; review the search and selection plan; review the candidate pool for diversity; can review phone and in-person interview questions; review and approve the final search committee minutes. They may follow up with the Search Chair if the documentation doesn’t seem to match the committee’s decisions.
  • Search Chair:  Keep the search process on track and moving forward: record appropriate minutes including attendance and substantive decisions (may be delegated to a committee member); communicate w/ equity admin, iHR, and hiring official as needed. Gather all documentation at the end of search process and upload to eTerp. Ensure confidentiality of the process.
  • Committee Members:  Evaluate and screen candidates to ensure a qualified pool, avoiding bias as much as possible; ensure confidentiality of the process. Discuss recusal with search chair and equity administrator as appropriate. (Search chair cannot recuse from discussions, but may choose not to vote.)
  • Hiring official: Provide the search comittee the intended qualifications of ideal candidate. Provide clarification to committee re: applicant qualifications; ask questions about criteria used to evaluate applicants. The hiring official cannot contact individual candidates and cannot provide guidance to committee on who to interview or recommend. The can provide feedback to the committee on the overall quality of the applicant pool. Makes final decision on who to hire, using evaluations provided by the Search Committee.
• • iHR: Serve as the Search Coordinator/UHR Liaison to provide administrative support and answer any questions the search committee may have related to the search and selection process. Posts vacancy announcements and schedules interviews. Point of contact for candidates, search committee and hiring official.

IMPORTANT NOTE: Do not make an offer of employment prior to receiving approval from iSchool Human Resources