The screening process begins with an analysis of the application materials that are submitted by the applicant. The search committee has the responsibility of selecting candidates who meet the minimum requirements and are most qualified to fill the vacancy. The committee utilizes the required and desired qualifications listed in the advertised position description to determine which candidates to select for interviews
Best Practices
- Reduce bias in the screening process by creating a well-documented screening process to ensure each applicant’s qualifications are compared with the qualifications in the position announcement.
- Use an applicant screening worksheet or rubric to document each applicant’s qualifications.
- Select a shortlist of applicants to recommend for interviews.
- Phone screens and telephone interviews may be used as an initial screening tool to evaluate qualifications.
- Be aware and knowledgeable about personal biases that might influence perceptions about applicants from protected groups.
- During review, assess ways the applicant’s experiences and diverse backgrounds would be beneficial to the university community and enhance the overall goal of diversity excellence.
- Screen applicants to be inclusive rather than for the sole purpose of narrowing the applicant pool.
- Refrain from assessing applicant qualifications based on an individual perspective or a single standard of evaluation.