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- 1. Effective Strategies for Hiring the Best New College Faculty Dr. Mary C. Clement Berry College, Georgia [email_address]
2. Topics for this seminar
- How to
- - write an accurate job description
- - create evaluations for applications
- - use behavior-based interviewing
- - get the most from preliminary interviews.
3. Additional skills
- Learn how to
- - prepare for on-site interviews
- - evaluate candidate answers
- - make strong final recommendations regarding hires
4. High Stakes College Hiring
- New faculty must teach, publish, and serve the institution.
- A weak new hire hurts the departments reputation and costs time and money.
5. A strong new hire
- can actually raise the morale of colleagues.
- re-invigorates the program and attracts students.
6. When we interview, we tend to give more consideration to a candidates
- A.previous publications and research
- B.teaching expertise
- C.past service to an institution
- D.We consider each of the three areas listed above equally.
7. A blueprint for hiring the best
- Effective hiring practices may not just happen.
- Search committees can be productive and democratic.
8. Everyone involved in hiring needs training
- Faculty and department chairs are subject matter specialists, not human relations or personnel specialists.
- Legal issues exist.
9. 1.Write an accurate job description
- Envision the new position
- Information rich description
- Truth in advertising
10. What to include?
- All duties
- Tenure track or not
- Any criteria that will be used to sort the candidates
11. Polling question
- The college seeks an accomplished, motivated, enthusiastic, and energetic candidate.
- Which of the following would best replace the phrase in quotes?
- A.a qualified candidate
- B.a candidate with an earned terminal degree in (specify subject area)
- C.a candidate with three to five years of teaching experience
- D.a candidate with research experience
13. 2.Create an evaluation for the paperwork
- Checklist for criteria listed in job description
- Rating scale for cover letter and letters of recommendation
14. Why sort applications carefully?
- Expenses of bringing candidates to campus
- Past behavior is a predictor of future performance.
15. 3.Use behavior-based interviewing (BBI) strategies
- BBI is based on the premise that past behavior is the best predictor of future performance.
- This premise is useful for sorting applications and all aspects of the interview process.
16. Examples of the BBI premise
- Will a candidate who has held four different jobs in the last five years stay at your institution very long?
- Will a candidate who has been in three separate tenure-track positions without earning tenure be able to get tenure?
17. What are red flags?
- unaccounted for gaps in education or employment
- a series of short-term employments
18. 4.Preliminary interviews
- take place over the phone, or via the Internet.
- are short interviews at professional conferences.
- can be critical to narrowing candidate pools.
19. Create BBI-style questions for preliminary interviews
- The committee needs to create five to eight questions to be used with every candidate and the evaluation instrument for evaluating answers.
20. Sample questions
- Describe your past teaching experiences as specifically as possible.
- Describe an individual lesson that you have taught and why it went well.
21. Ask about research and writing
- Tell us about your past research.
- How have you shared your research professionally?
22. Ask about service/professionalism
- How have you served an institution or the profession in the past?
- Tell us about committee work you have completed.
23. Dos and do nots
- Do not ask vague questions, such as tell us about yourself.
- Do ask the candidate about their interest in the institution.
24. Do not ask questions that cant be evaluated
- Create the evaluation instrument before the very first preliminary interview.
- Use the same questions and the same instrument with each candidate.
25. Information rich questions
- An information rich question tells the interviewer about the institution, and the job, and then elicits a response.
- These questions help to recruit and retain hires.
26. 5. Prepare for on-site interviews
- Prepare all who are involved with on-site interviews about interview protocol.
- Illegal questions
27. Which is not an illegal question?
- A.We have a great elementary lab school.Do you have children?
- B.You look familiar.Havent I seen you at my church?
- C.What a pretty piece of jewelry.Tell me about it.
- D.All are illegal questions.
28. No one can ask about
- age, gender, race, or national origin.
- religion, family, or disabilities
29. Small talk is not small talk
- Interviewers may not ask a follow-up question even when a candidate volunteers information about family, religion, etc.
- Support staff and students involved in interviews need to know about illegal questions and small talk.
30. Keep open interviews on track
- Create and provide a handout about protocol and illegal questions.
- Make an announcement before any open interview about protocol.
31. Formal on-site interviews
- The search committee prepares a list of questions in advance.
- The questions and evaluation instrument are in front of interviewers for each candidate.
32. Structure the questions
- Use BBI-style prompts.
- Tell about a time when
- How have you
- Describe how you have
33. Questions need to be specific
- Much has been written about teaching a foreign language with the total immersion approach.What has been your experience with this approach?
34. To discuss with your group now
- What is an effective question that you have used, or hope to use?
35. Allow candidates to ask questions
- Candidates questions can be insightful.
- They may show how much the candidate knows about the institution.
- Has the candidate done his/her homework?
36. How much consideration do you give to the question, Why do you want to work here?
- A.very much consideration
- B.average consideration
- C.very little consideration
- D.We would not ask this question of a candidate.
37. 6.Prepare for evaluation of answers
- Consider PAR
- What experience have you had teaching unprepared college students to be successful?
- Problem:As a teaching assistant, I
- Action:I always used rubrics to explain grading and gave examples in class.
- Result:I learned to teach students the expectations for college work.
40. STAR is similar
41. Discuss answers needed by candidates
- Committee members may have very different opinions regarding criteria of a good answer.
- Discuss these issues in advance.
42. Rate these answers
- You will hear a candidates answer to the question, Describe how you have typically taught a lesson. Rate the answer on a scale of unacceptable to excellent answer.
- A.unacceptable answer / no experience with topic
- B.acceptable answer / limited experience
- C.strong answer / some experience
- D.excellent answer / much experience
44. 7.Making final recommendations
- Hiring must be more than a gut feeling
- Use the evaluations to make a more objective decision.
45. Questions for discussion
- Many committee members tend to evaluate candidates on non-measurable criteria.
- Is the candidate nice/pleasant?
- Is the candidate a happy person?
46. Be careful with touchy feely
- Should the candidate demonstrate life satisfaction?