3.2 Defining the Position

Before beginning a search, the Department Approver, search committee, and/or a larger group in the department, should engage in a relatively extensive review of the position requirements and job description. The position should be defined in the widest possible terms consistent with the needs of the hiring unit, division and University. Aim for consensus on specific specialties or requirements, while planning to cast the hiring net as broadly as possible. Make sure that the position description does not needlessly limit the pool of applicants. Some position descriptions may exclude women or ethnically and/or racially diverse candidates by focusing too narrowly on subfields in which few specialize.

Search committees should consider as important selection criteria for all candidates (regardless of their own demographic characteristics), the ability of the candidate both to add intellectual diversity to the department, and to work successfully with diverse students and colleagues. Search committees also need to establish selection criteria and procedures for screening, interviewing candidates and keeping records before advertising the position. It is also important that the hiring criteria are directly related to the requirements of the position, clearly understood, and accepted by members of the search committee.