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Staff Search Process: Stage 2 - Evaluation

Overview

The search process for Merit and P&S staff is a collaborative effort designed to identify and match highly qualified professionals with an advertised vacancy. Led by a hiring official or a search chair and search committee, applicant evaluation and selection is guided by the HRS employment team and the Office of Compliance and Equity Management.

Stage 1
Recruitment Stage 2
Evaluation Stage 3
Selection

Step 6: Prepare for Applicant Evaluation

Responsibility: When no search committee is utilized: Hiring Official and position’s supervisor, if different (Designated as Search Chair in Jobs@UNI system)

During the recruitment window:

  • Register for search committee training. Sessions are available both in-person and via zoom.
  • Review the expectations of confidentiality for the sake of the applicants as well as to maintain the integrity of the search process.
    • The search chair or hiring official is responsible to administer the confidentiality agreement to all individuals involved in the search process. The signed agreement must be maintained with the search records for three years.
  • Review the position description and position qualifications. If qualifications allowed for a degree in a "related field," determine what related fields would qualify.
  • Consider developing a scoring key to use when evaluating the resumes. A scoring key can help in the evaluation of application materials. View the Resume Scoring Sample.
  • Additional responsibilities when a search committee is utilized:
    • Meet with the Director/Department Head regarding the role and expectations of the Search Chair and/or search committee.
    • If applicable, assign extra roles and responsibilities to search committee members. Some examples might be note-taker, campus interview scheduler, etc.

Step 7: Manage Applicant Pool

Responsibility: Search Chair

  • Applicants will apply on-line in Jobs@UNI once the requisition is fully approved and the posting is live. If applicable, on or before the full consideration date, the Search Chair will grant initial access to the applicant pool to the entire search committee by clicking on the Open Applicant Pool for Scoring button.
  • The Search Chair and/or search committee may choose to conduct telephone pre-screens to further determine if applicants meet all advertised qualifications or to aid in narrowing down the applicant pool. Use the Telephone Screening Template if you elect to conduct telephone pre-screens. Pre-approval is not needed for telephone pre-screens.
  • Determine who will need to be interviewed based on the applicant’s qualifications. If a search committee is being utilized in the search, the search chair will enter a rating for each applicant in the system on behalf of the entire committee and also will indicate which applicants the committee has selected for on-campus interviews.
  • The Search Chair will complete the Pre-Interview Report in Jobs@UNI and submit into workflow for approval. Refer to the Jobs@UNI Support pages for instructions on how to complete the Pre-Interview Report. Once approved, the Search Chair will receive an e-mail notification that the committee can proceed with on-campus interviews.

Step 8: Interview and Recommend Applicant

Responsibility: Search Chair

Note

The Genetic Information Nondiscrimination Act (GINA) prohibits employers from asking for or obtaining information about a person's genetic information or personal and family medical history. Interviewers should avoid asking about or discussing these topics with employment candidates. For more information, please visit the GINA support page.

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