Phase 2: Evaluating candidatesSearch 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. Responsible party | Step | Action |
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Search committee chair | 1 | Seek ongoing consultation with Senior Associate Dean, and with the ADRGS regarding applicant pool and recruitment efforts. | Search committee | 2 | Narrow the pool of candidates. See Interfolio: Evaluating Applications. | 3 (Optional) | 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. See COE: Evaluating Candidates in Faculty Searches > Interviewing. | Search committee chair | 4 | Write On-Campus Interview Memo including all of the information listed under On-Campus Interview Memo on this tab, and share with email to department chair, center director, and department Administrative Manager, and cc to Senior Associate Dean and ADRGS. |
On-Campus Interview MemoInclude all of the following: | Panel |
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| Search committee membership Search committee meeting dates Job posting/position description Summary description of recruiting efforts Search process description Interfolio report of the pool demographic characteristics (see Interfolio Reports Access & Instructions) Candidate evaluation criteria from position description and review process Table of video interview candidates including: Name Basis for selection Affiliation Experience Publications Grants Other search criteria
Interview questions Full description of possible on-campus interview candidates that includes strengths and areas of continued growth
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Accommodations for candidates with disabilitiesThe 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. |