Tips for Search Committee Liaisons

Note: Only the originator or those who are approvers on the Request to Recruit form can initiate subsequent Request to Recruit forms (advertising, applicant, add applicant and offer).

• Create and maintain a file for each applicant. Include correspondence, materials submitted, and documentation that pertains to the candidate.
• Provide a locked location for files to ensure confidentiality throughout the search process, and have a central location for search committee members to come and review the CVs/resumes.
• Keep a summary of search committee meetings.
• For information regarding relocation allowances, please review Policy 3-11, Relocation Allowance for New Faculty and Professional Members.
• For information regarding recruiting and moving expenses, please review Policy 3-12, Recruiting and Moving Expenses.
• Candidates cannot be interviewed until the Request to Recruit Applicant Pool form has been approved by Affirmative Action.
• Transcripts can ONLY be requested for the finalist.
• Ensure that documentation provides rationale for Search Committee decisions and recommendations.
• Once the search has concluded and a candidate has been hired, be sure to send out letters to those candidates who applied, interviewed, and were not offered the position and to those who applied, but were not interviewed.
• If the chosen candidate is a new hire to the University, they will receive On-boarding information from HR.
• Place all applicant files in order for storage, including all materials submitted. Retention schedule for search records is current year plus five years.