Phase 2:  Evaluating candidates

Search Committee Chairs should ensure that all candidates within each search are treated the same. For example, if interviews are conducted virtually, all interviews in that round should be conducted virtually, or if delays arise in the interview schedule, all interviews should be postponed to fall within the same timeframe. Per HR guidance, virtual interviews should not be recorded, unless all candidates are asked in advance of the interview and each is given the option to opt out of recording.

Instructions

1. Search committee chair seeks ongoing consultation with Senior Associate Dean, and with the ADRGS 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.

4. Search committee chair writes On-Campus Interview Memo including all of the information listed under On-Campus Interview Memo on this tab, and shares with department chair, center director, and department Administrative Manager.

   1. Note that some of this information will be used for the required department chair’s statement included in the PAR supplementary documentation. (See COE: PAR - Supplementary Documentation Checklist > Research Faculty Hires, instructions table item #2.)

On-Campus Interview Memo

Include all of the following:

Accommodations for candidates with disabilities

The University of Texas at Austin is committed to providing reasonable accommodations to applicants for employment. Applicants who need a reasonable accommodation to participate in the application or interview process at the University should submit the Applicant Reasonable Accommodation Request Form at least five business days in advance of the date the requested accommodation is needed. A member of the Institutional Accessibility and Accommodation (IAA) team will then contact the applicant to discuss accommodation needs and next steps. Additional information is available at University Risk and Compliance Services: Job Applicants with Disabilities.