GUIDELINES FOR RECRUITMENT AND SELECTION OF FACULTY MEMBERS
Establishing the Applicant Pool

• If there is a published deadline, only applications received by the published deadline will be accepted.
  
• Upon receipt of applications, the hiring department will mail the Affirmative Action Data Form (AAD Form) to all applicants. AAD Forms must be mailed with a postage-paid return envelope, addressed to an Equal Opportunity Liaison or his/her designee. Applicants will be asked to return the form within seven calendar days.
  
• The Equal Opportunity Liaison or his/her designee will extract from the AAD Forms and enter the required information on the Applicant Data Summary Form.
  
• The hiring department will log the applications and type the names of all applicants on the Recruitment Worksheet.
  
• The Equal Opportunity Liaison or his/her designee will assess the acceptability of the applicant pool and certify the pool acceptable when:
• there is evidence that the advertisements listed in the approved Search Plan were placed; or when:
• there is evidence that the pool is "representative". A pool is "representative" when representation of members of the protected classes, among qualified applicants who have returned the AAD Form, is not less than their representation in the relevant labor market (i.e., a pool of 100 applicants for a position for which representation of women in the relevant labor market is 38% is representative if there are 38 women in the pool).
• If the pool is not acceptable, the position must be re-advertised unless continuation of the search is approved by the Office of Equal Opportunity Affairs.
  


• Jusification for Recruitment
• Search Checklist
• Faculty Search Plan
• Preparing for Recruitment
• Advertising the Position
• Establishing the Applicant Pool
• Reviewing of Applications and Interviewing Finalists