Phase 2: Evaluation of applicants and interviews

#DEEBFF

Guidance on using Interfolio is available at COE: Interfolio for Faculty Search Committees.

Department/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.

Responsible party	Step	Action
Search committee chair	1	Seek ongoing consultation with Senior Associate Dean regarding applicant pool and recruitment efforts.
Search committee	2	Narrows the pool of candidates for Zoom interviews, or equivalent. Training on evaluating applications in Interfolio is available at Interfolio: Evaluating Applications. Search committees may wish to use a selection matrix for the objective comparison of applicant materials to the stated qualifications, functions, and requirements of their advertised position. Guidance on developing and use a selection matrix is available at HR: Selection Panel or Matrix > Selection Matrix.
	3	Conduct video interviews with semifinalists. See tab “Interviewing” on this page for guidance.
	4	Narrow the semifinalist list to two or three potential on-campus interview candidates. 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 more at COE: International Hiring.
Search committee chair	5	Write On-Campus Interview Request Memo. Note that some items included in the On-Campus Interview Memo will also be used in the Appointment Process Summary for the PAR, the hiring documentation processed by the department Administrative Manager. Either: a) Download and use a copy of Template: COE On-Campus Interview Request Memo, OR b) Write a memo including all of the information listed below at On-Campus Interview Request Memo on this tab.
Search committee chair	6	At least three business days prior to meeting, send the materials listed below in a single email to the Dean, with a cc to the Senior Associate Dean, the department Administrative Manager, Claire Bush, and COE-FacultyAffairs@austin.utexas.edu. The Office of the Dean EA will upload the materials to Box. Completed On-Campus Interview Request Memo CVs of all proposed finalist interviewees CVs of all semi-finalists
Search committee chair and department chair	7	Meet with the Dean and Senior Associate Dean for review. Dean reviews on-campus interview list for approval.
Department AM	8	Schedule candidate interviews. Create on-campus schedules, including both an interview with the Dean, and a meeting with the Associate Deans. The Associate Deans will block time for this purpose. See guidance on preparing for and scheduling on-campus interviews at Box: On-Campus Interview Resources & Guide.
Department AM	9	Advertise job talks widely across all COE departments.

On-Campus Interview Request Memo

Include all of the following:

#F4F5F7

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

Additional steps for College-Wide hires

In addition to all steps above:

Search committee chairs should plan a schedule that ensures the candidates will have broad exposure to departments where there might be a fit.
Job talks should be widely advertised across all departments.
Include departmental representation for dinners/slate of appointments.
Candidate should meet with department chairs representing potential affiliations and have conversations about what those potential affiliations might be.

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.

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