Review the recruitment and hiring documents available on the Human Resources website. For Faculty searches, review the Recruitment/New Hire Checklist for Faculty Positions.
Review and/or revision of position duties and classification:
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- The unit head, Director and Business Manager create long and short versions of the job advertisement.
- Director determines the composition and chair of the search committee in consultation with the unit head. The Unit Head, Director or Search Committee Chair asks members to serve. The Business Manager normally serves as an ex officio member of search committee without vote.
- Business Manager prepares paperwork and the Director reviews and sends it to the Vice Provost for Academic Affairs and Human Resources for approval.
- Library Administration post ads, sends recruitment letters, and posts a Library web announcement, per Library Administration guidelines. Faculty ads should be sent to Susan Mocko, Executive Administrative Assistant in the Provost's Office (mocko@umbc.edu); she will post to HERC and higheredjobs.com, which populates the Faculty employment listing on the UMBC webpage. Typically the faculty librarian positions are posted to the ALAJobs board, but you can request it to be posted to more specialized boards if appropriate (for example, the Society of American Archivists).
Search Committee Chair role begins after the above steps are completed (unless Chair is also the Unit Head).
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- The Chair can use Google groups to create an email list for the committee.
- The committee can share relevant documents in umbc.box.com.
- The Chair should schedule an initial meeting with the search committee to review the search process, timeline, discuss the responsibilities of committee members, and to answer any questions. Chairs should stress the importance of confidentiality regarding search materials, deliberations, and outcomes. This meeting should include discussion on the importance of confidentiality, privacy, fairness, and a commitment to diversity, and could include an overview or training session by the UMBC STRIDE team.
Receiving resumes and the review process:
- Library Administration receives, acknowledges, organizes, and makes application materials available in Box for all members of the committee.
- After the closing date and the distribution of resumes, the committee should be given one week to review applications. The Chair should provide a checklist or rubric to (additional example) to aid the evaluation process. It can be helpful to have the committee create the checklist/rubric together, if time permits.
- The Chair will schedule a meeting after the week of application review. Remind committee members to bring their calendars. This meeting should address the following:
- The Chair should provide an overview of the search process, timeline, and committee responsibilities. This should include the importance of confidentiality, privacy, fairness, and a commitment to diversity.
- Determine a ranked list of applicants to offer a phone interview. There is no set number, but committees often offer phone interviews to five or more candidates. Discuss with the committee one or two back up candidates in case any initial candidates decline the interview.
- Determine dates/times available for phone interviews. Work with Library Administration to reserve 353G for these times. The length of the phone interview will range depending on the position, number of questions, and candidate. Offering half hour to an hour blocks is generally sufficient.
- Finalize phone interview questions.
- The Chair contacts the Library Administration office with a list of names and times/dates of possible phone interviews. The Library Administration office contacts applicants and offers them the interviews and finalizes times and dates.
- The Chair should schedule the phone interviews using the UMBC Google calendar and invite committee members. Interview slots can be labeled as "Held" until they are confirmed.
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