Participating in a search committee is an important role in growing GVSU's talent as you play a role in recruiting, evaluating, and recommending the most qualified candidates for employment. The following information provides a guide around key topics within the search process, including best practices and available resources.

Position Preparation is the first stage of the recruitment process, starting with defining the position to posting the job.

Best Practices

• A regular search should be conducted whenever possible.
• A waived search should only be considered when it is in the best interest of the University and fits the approved criteria used to justify the waiver.
• The search waiver and/or internal and expedited search request is now completed during the ‘create job requisition’ process.

Resources

• AP & Faculty Search Process Options
• PSS Search Process Options
• Promotion vs. Search Waiver
• Search Waiver Guidelines

Best Practices

• When forming your search committee, engage 3-5 participants who will work closely with this position or have a vested interest.
• The interview panel may consist of additional individuals from the department that aren’t on the search committee.

Resources

• Committee Roles (Search Committee vs. Search Chair)
• Inclusion Advocate Guidelines
• Job Posting & Advertising Guidelines

Applicant Management is the second stage of the recruitment process, starting with receiving applications to moving the candidate to offer.

Best Practices

• Be consistent with the screen process to ensure all candidates are evaluated similarly; errors may occur when the materials are skimmed.
• Your HR Business Partner may assist the search chair and inclusion advocate by narrowing the candidate pool if it’s too large.

Resources

• AP Recruiting Rubric
• Faculty Recruiting Rubric
• Hourly Recruiting Rubric
• Disposition Reasons

Best Practices

• Establish success criteria for each interview question; ensure connection back to the job description’s required knowledge, skills and abilities.
• Schedule interviews in a close timeline without weeks in-between each interview.
• Be an active listener; pay attention to what the candidate is saying, and keep the interview focused on them.

Resources

• Interviewing Applicants with Disabilities
• Interview Checklist & Best Practices
• Interview Guidelines
• Interview Structure
• Offering an Interview: Quick Tips
• Standard Interview Questions

Best Practices

• Be clear and consistent in communication with the candidates.
• Conduct an effective campus visit and ensure that every candidate’s experience is consistent.
• Provide and ask for feedback along the way.

Resources

• Candidate Campus Visit Checklist

Best Practices

The candidate will be asked to provide their references during the Reference Check stage in Workday.

Best practices is in a document

Resources

• Reference Check Best Practices
• Reference Check Conversation Workbook (Note: This can be used as a tool, but it is still required in Workday as a step in the process)

Offer Stage is the third and final stage of the recruitment process, starting with offer approval to the candidate accepting the offer.

Best Practices

• Be professional and enthusiastic!
• Provide important details to the candidate on their next steps, specifically within the Workday system.

Resources

• Verbal Offer Best Practices