College hiring

Effective Strategies for Hiring the Best New College Faculty Dr. Mary C. Clement Berry College, Georgia [email_address]

Topics for this seminar ,[object Object],[object Object],[object Object],[object Object],[object Object]

Additional skills ,[object Object],[object Object],[object Object],[object Object]

High Stakes College Hiring ,[object Object],[object Object]

A strong new hire ,[object Object],[object Object]

When we interview, we tend to give more consideration to a candidate’s ,[object Object],[object Object],[object Object],[object Object]

A blueprint for hiring the best ,[object Object],[object Object]

Everyone involved in hiring needs training ,[object Object],[object Object]

1. Write an accurate job description ,[object Object],[object Object],[object Object]

What to include? ,[object Object],[object Object],[object Object]

Polling question ,[object Object],[object Object]

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2. Create an evaluation for the paperwork ,[object Object],[object Object]

Why sort applications carefully? ,[object Object],[object Object]

3. Use behavior-based interviewing (BBI) strategies ,[object Object],[object Object]

Examples of the BBI premise ,[object Object],[object Object]

What are red flags? ,[object Object],[object Object]

4. Preliminary interviews ,[object Object],[object Object],[object Object]

Create BBI-style questions for preliminary interviews ,[object Object]

Sample questions ,[object Object],[object Object]

Ask about research and writing ,[object Object],[object Object]

Ask about service/professionalism ,[object Object],[object Object]

Do’s and do not’s ,[object Object],[object Object]

Do not ask questions that can’t be evaluated ,[object Object],[object Object]

Information rich questions ,[object Object],[object Object]

5. Prepare for on-site interviews ,[object Object],[object Object]

Which is not an illegal question? ,[object Object],[object Object],[object Object],[object Object]

No one can ask about ,[object Object],[object Object]

Small talk is not small talk ,[object Object],[object Object]

Keep open interviews on track ,[object Object],[object Object]

Formal on-site interviews ,[object Object],[object Object]

Structure the questions ,[object Object],[object Object],[object Object],[object Object]

Questions need to be specific ,[object Object],[object Object]

To discuss with your group now ,[object Object]

Allow candidates to ask questions ,[object Object],[object Object],[object Object]

How much consideration do you give to the question, “Why do you want to work here?” ,[object Object],[object Object],[object Object],[object Object]

6. Prepare for evaluation of answers ,[object Object],[object Object],[object Object],[object Object]

Answer ,[object Object],[object Object],[object Object]

STAR is similar ,[object Object],[object Object],[object Object],[object Object]

Discuss answers needed by candidates ,[object Object],[object Object]

Rate these answers ,[object Object]

7. Making final recommendations ,[object Object],[object Object]

Questions for discussion ,[object Object],[object Object],[object Object]

Be careful with “touchy feely” ,[object Object],[object Object]

Offering the position ,[object Object],[object Object]

Good hiring practice can lead to retention ,[object Object],[object Object]

When the position is offered ,[object Object],[object Object],[object Object]

Retention is important ,[object Object],[object Object]

Key points ,[object Object],[object Object]

College hiring

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College hiring