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• Professional networks

• LinkedIn

• Job Elephant

• American Educational Research Association (AERA) Jobs

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Phase 2:  After position is posted

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1. Search committee chair seeks ongoing consultation with ADRGS and Senior Associate Dean regarding applicant pool and recruitment efforts.

2. Search committee narrows the pool of candidates.

   1. The committee may wish to use a selection matrix. See COE: Evaluating Candidates in Faculty Searches > Selection Matrix.

   2. Training on evaluating applications in Interfolio is available at Interfolio: Evaluating Applications.

3. If more than three semifinalists are identified, the search committee may wish to conduct initial semifinalist interviews via Zoom or equivalent, before further narrowing the list to two or three potential on-campus interview candidates.

   1. See COE: Evaluating Candidates in Faculty Searches > Interviewing.

   2. If any of the finalists are non-U.S. citizens, the department should schedule a meeting for the candidate with Texas Global - International Student and Scholar Services during their on-campus visit. See COE: International Hiring.

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Phase 3: After campus interviews with finalists

1. Evaluations are collected by the search committee from faculty and other involved parties: evaluation forms, written or verbal feedback to committee members, search chair, department chair; any other evaluative information.

2. Search committee members perform reference checks of each finalist, asking the same questions to each reference about each candidate.

   1. See HR: Check References for guidance.

   2. For example reference check questions, see COE: Evaluating Candidates in Faculty Searches > Reference checks.

3. Search committee deliberates and makes a hiring recommendation.  Based on their review, they may recommend: (a) one candidate, (b) more than one candidate (rank-ordered), or (c) no candidate.

4. Search committee chair prepares a written summary of the search committee’s recommendation and submits to the center director and academic department chair. The report should include the following information:

   1. Search committee’s assessment of each finalist’s strengths and weaknesses, including:

      1. how each candidate would add to program area(s), department(s) and College

      2. how well each candidate fits the criteria for selection

      3. how the final selection was made

      4. final vote

   2. Summary of faculty feedback for each candidate including more specifically:

      1. a paragraph for each candidate describing faculty feedback

      2. any evaluation forms, written or verbal feedback to committee members, search chair, department chair(s), or any other evaluative information

   3. Final hiring recommendation of the search committee which must include a rationale for the decision and can include the recommendation to hire:

      1. one candidate or

      2. more than one candidate with the list rank-ordered, or

      3. no candidate

5. Department chair and center director review the search committee chair’s report and discuss.

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Phase 4: After center director and department chair discussion

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After the conclusion of the search

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For applicants interviewed but not selected for hire, the Search Committee Chair should send a more personalized email. 

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Please send suggested additions to this page and notifications about broken links to COE-FacultyAffairs@austin.utexas.edu.