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 (Stage 1)

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Applicant Management (Stage 2)

Offer Stage (Stage 3)

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