Developing and Utilizing Search Committees

Every hiring manager should review the documented standard administrative procedure (excerpt below) for development of search committees. In addition to this straightforward language are some best practices applied to the search committee functions. Search Committees play a large role in ensuring that the recruitment and hiring process will be compliant while bringing a wide spectrum of backgrounds to better identify the most qualified person for the position.

Section 33: Employment, Standards of Conduct; SAP 33.99.01.T0.01 Hiring Faculty and Non-Faculty

Excerpt

5.1. Search Committee

5.1.1. A search committee should be formed for positions of director and above and for all tenure-track faculty positions. Searches for other professional staff may also use a committee if desired. The committee will recruit, screen candidates, check references, interview candidates and submit a list of recommendations to the hiring manager who is responsible for making the final selection.

5.1.2. The committee members shall represent the constituencies of the group most closely associated with the position. The hiring manager generally selects the committee chair followed by the selection of others to serve. The search committee membership should be reported to and documented with the Office of Human Resources. The Office of Human Resources reserves the right to review, approve and/or make recommendations related to the make-up of a committee.

5.1.3. A search committee is subject to all the same requirements as a hiring manager as outlined in System Policies and in federal and state laws and regulations.

Best Practices in Developing the Search Committee Membership

• The committee should be broadly representative of the faculty/staff/students who will work with this position to accomplish the associated tasks.
• Committee members should be knowledgeable of position duties, represent different experience levels, and be seen as stakeholders in the decision.
• Committee members should exhibit good judgment, maintain personal integrity, independence of view, and devotion to institutional goals.
• Do not include members known to be incapable of maintaining confidentiality.
• Most committees have five to six members. A larger committee (7-9 members or more) is sometimes used for positions of sweeping responsibilities.
• The person appointed as chair of the committee should have experience with search committee procedures. Duties will include working collaboratively to establish the posting, monitoring committee meetings and interviews, documenting the process, and reporting proceedings to administration as necessary.
• A committee chair who is not experienced will require special training and support from Human Resources. The hiring department should ensure any individual assigned as a committee chair receive the necessary training and support for the process.
• An online course developed by the Texas A&M System entitled Effective Hiring Practices will be required for new hiring managers/supervisors and search committee chairs. The course will be assigned accordingly.
• 2111264: Effective Hiring Practices: A&M System Training: Designed to teach A&M System supervisors how to hire effectively and fairly. Topics covered include preparing/updating the job description, posting the vacancy, developing interview questions, conducting interviews, and notifying candidates.

Please contact Human Resources if the hiring manager would like committee members assigned to take the Effective Hiring Practices online course, have questions about the process or would be interested in a non-voting Human Resources member serving on the committee.

Defined Responsibilities Between the Hiring Manager, Search Committee Chair, and Search Committee Members

In many instances one individual (typically a department head) will maintain both roles as hiring manager and search committee chair.