91×ÔÅÄÂÛ̳

Faculty Recruitment Procedures

1. Identification of Positions to be Filled

1. The earlier the recruiting process can begin, the better the possibility of recruiting an outstanding person. Therefore, at a time announced by the Provost Office, each department with an actual or anticipated vacancy will meet with its dean to discuss the rationale for filling the position and the desired qualifications for the person who would fill it. Subsequently, the departmental chairperson will submit in writing to the academic dean a request for approval to fill the position, along with the rationale and qualifications for the position. The dean will bring the requests to the Dean’s Council where a review of all requests are examined. The Provost will review all requests and the Dean’s Council’s recommendations.
2. Possible responses include a decision to proceed to recruit, a decision not to fill the position, a decision to advertise but wait for final decision on hiring or a decision to hold for further information on such matters as the specific requirements of the position, enrollment, or finances. A decision to defer action will be discussed with the department and plans developed for arriving at a decision.
3. When a position becomes vacant during the year, the department will submit a statement of rationale and desired qualifications to the dean. A response as outlined above, including the projected time schedule, will be given to the department as soon as possible.
4. In certain extreme cases, a candidate with extraordinary qualifications may come to the attention of the department or administration outside the ordinary recruitment process and timeline. Such cases will require approval of appropriate administrative offices.

2. The Search Process

After authorization has been given by the Provost to fill a faculty position, the Department Chair will contact the Human Resources Office to coordinate a search process. 

The department will work with the Human Resources Office to coordinate all national advertising and placement of the posting. Special emphasis will be given to placing postings in appropriately identified Equal Employment Opportunity sites. In addition, to encourage a diverse applicant pool the department should undertake the following:

1. Contacting appropriate persons in graduate schools for the names of prominent candidates;
2. Coordinate with Human Resources proper listings in professional societies;
3. Coordinate with Human Resources regarding appropriate social media listings;
4. Seek personal recommendations from professionally-knowledgeable sources;
5. Seek potential candidates at professional meetings;
6. Seek potential candidates at recruiter conferences and events.

Position postings are encouraged to use the standard Equal Employment Opportunity language. This statement is prepared by the College to meet all legal requirements and is prepared by the Office of Public Affairs and Marketing in conjunction with the Human Resources Office. When used, the statement must be used in its entirety (as posted on the Human Resources website) and not edited in any way.

All applicants will submit their information through the College approved online applicant system. They will be invited to indicate in writing how they visualize themselves fulfilling this position and contributing to the mission of the College. In addition, candidates should indicate how they can contribute to the College’s commitment to expanding cultural diversity within the academic program and campus as a whole. Teaching ability can be demonstrated by student evaluations of teaching, peer evaluations, and/or the review of a recording of a class or seminar. Scholarly or artistic ability can be demonstrated by publications, a portfolio of slides or photographs of creative works. The evaluation of a mentor and/or other personal references will be sought.

The next step is to decide which of these candidates will be interviewed. It is particularly important at this point for the search committee, department, department chairperson, and dean to work cooperatively together. The search committee and department have the responsibility to review the files and to identify those that seem to be fully qualified. Every effort will be made to include members of underrepresented groups among the top candidates. The dean will review the top candidates with the search committee chair and together they will decide which candidates will be interviewed by electronic means to obtain further information on the candidate's academic qualifications, commitment to the liberal arts, ability to contribute to the purpose of the College, and perspective on the Christian faith. Every effort will be made to handle such conversations with sensitivity and discretion and with recognition of the diversity of ways people express the spiritual dimension of their lives. The department at this point may again wish to gain further information on these candidates through appropriate contacts and channels.

With this additional information in hand, the department and the dean will decide which candidates should be invited to the campus for an interview. It is important for all concerned that this decision should be made only after assessing each candidate in terms of all the qualities being sought. Every effort will be made to come to unanimous agreement on which candidates shall be invited, but the dean has the final authority. If reservations persist about any candidate to be invited to the campus, it is imperative that agreement be reached on how these issues will be addressed and evaluated during the interview. Once it has been decided which candidates will be brought to campus, the dean (or his/her designate) will extend the appropriate invitations.

Official undergraduate and graduate transcripts documenting all degrees achieved must be submitted before an official contract is offered.

3. Campus Interview

1. The primary purpose of the campus interview is to come to know the candidate as a person and to evaluate his or her qualifications to fill the vacancy and become a member of the faculty. The chairperson and dean will design the interview so that the candidate has ample opportunity to demonstrate his or her abilities and gifts and to understand and respond to the nature and the style of liberal arts education in the Christian context at 91×ÔÅÄÂÛ̳.
2. Normally, all candidates – internal and external – should be expected to:
   1. Remain on campus for two days;
   2. Meet informally with all members of the department;
   3. Have ample opportunity to meet with students (especially majors) in the department;
   4. Present at least one colloquium or performance for faculty and students and/or teach a class;
   5. Meet with the dean, Provost, and President (NOTE: normally only the Dean or the Provost will discuss salary and benefits with the candidate, to avoid duplication and possibly conflicting information);
   6. Meet with faculty members outside the department;
   7. Receive some exposure to the City of Holland.

4. Conclusion of the Search

1. After the candidates have been on campus, it is the responsibility of the department chairperson, the dean, and the Provost to evaluate the candidates. The chairperson collects evaluations and opinions from the department, from other faculty, and from students, and the Provost solicits the view of the President and identifies any college-wide concerns. Every effort will be made to come to unanimous agreement on which candidate (if any) should be invited to join the faculty. If necessary the dean will bring the chairperson and the Provost together to explore the matter in detail. If questions arise during the evaluation process, these will be clarified through communication with the candidate or references. A decision should normally be arrived at no later than one week after all the candidates have been brought to campus for their interviews. While the Provost and President have final authority in matters of appointment, every effort will be made to reach a decision by mutual agreement and thus ensure that each person hired has the full support of the department, the dean, and the Provost.
2. It is the policy of 91×ÔÅÄÂÛ̳ to conduct a background check before a written offer of employment. An oral offer of employment can be made contingent on the successful completion of a background check. Background checks are completed by an outside vendor in conjunction with the Human Resources Office.
3. The department chairperson, dean, and Provost will decide on the terms of the contract, including any incentives to encourage the candidate to join the College. An oral offer may be made pending the results of the background check. A written contract will be sent after the background check is complete and cleared through Human Resources. Issuing the actual contract is the responsibility of the Provost in consultation with the President.
4. Recruitment expenses incurred by the department should be charged or submitted to the Human Resources Office as soon as feasible.
5. When a position has been filled, the chairperson will communicate this fact to candidates who were interviewed. All other applicants will be notified by Human Resources.
6. If a candidate is hired with the understanding that he or she will receive a particular degree (e.g. Ph.D.), it is the candidate’s responsibility to forward official transcripts verifying that the degree has in fact been awarded.

5. Legal or Ethical Requirements

At all stages of the process, we must comply fully with all legal requirements. A current list of legal considerations is available on the Human Resources website.