Verbal and Written Offer
Next Steps After Interviews:
After interviews are complete and feedback has been gathered from faculty and department stakeholders, it鈥檚 time to check references for final candidates. This is typically done via phone call and many committees utilize this . It is possible to conduct reference checks via the .
Reference Check notes:
- Be sure to notify candidates that you are starting to contact references.
- General rule is to conduct three reference checks. If references listed by the candidate are not responsive, make at least two communication attempts for each listed reference to ensure due diligence.
- Three references are generally gathered as part of the candidate application (in PageUp).
- It is an HR best practice recommendation to limit reference calls to names that were given by or approved by the candidate. If you feel additional references are needed, please discuss directly with the candidate who may be able to provide additional references or context for why they would not want you to call certain references. In the interest of candidate experience and professional courtesy, calling off-list references should be used sparingly if at all. Calling references not approved by the candidate opens the candidate up to risks in their current position, can damage their current working relationships, and the value of information gathered may not outweigh the potential ramifications.
- Reference letters satisfy the reference requirements, so additional phone calls would not be required.
- Be sure to ask references about skills and/or abilities relevant to the position.
- DO NOT ask about anything related to the person鈥檚 age, race, gender or personal life.
- If a reference is poor, try to understand the performance issue and potential causes by asking questions. Consider how these issues might continue in the new position.
If a final candidate requires visa sponsorship, be sure to update the Center for Global Engagement office on the status of the search.
Once a final candidate has been selected by the committee and presented to the department/unit leader or hiring manager, the decision will be confirmed or finalized by the department/unit leader and dean. In tenure track searches, Provost approval is required prior to making a verbal offer. To receive that approval, the Dean should submit a selection statement and copy of candidate鈥檚 CV directly to the Provost (cc Kristen DeBoer).
After approval to make the offer is received, the typical first step is for the department/unit leader or dean to contact the finalist and make a verbal offer. This verbal offer stage will typically involve candidate negotiations related to salary, pre-tenure course reductions, credit for prior service toward tenure, startup funds, and graduate assistantships. All candidate agreements should be communicated to Human Resources (HR) and the Faculty Recruiter to ensure it is included in the final offer letter.
Once a verbal offer is accepted, information related to salary, start up funds, space allocation, moving expenses, tenure and promotion credits should be relayed to the Department Recruitment Coordinator (DRC) for entry into the . Submission of the offer card will launch a back青青草app check and degree verification process in HR. HR will also draft an offer letter which will be sent electronically to the candidate after it is reviewed by the hiring manager, budget approver, and Provost. Be sure to communicate with HR all verbal negotiations with the candidate.
When the candidate accepts the written offer (sent electronically), the candidate will receive new employee paperwork, and move to HR onboarding.
Notify unsuccessful final candidates only after an offer has been accepted, but prior to public announcements about who has accepted the appointment. It is a best practice recommendation for the department or search chair to contact finalists directly to let unsuccessful candidates know they were not selected. In addition, any internal candidates should receive a direct communication if they are not selected. All candidates should also be updated in PageUp so applications status is updated. There is a two-day delay on notification emails from the system, so system updates and finalist contacts can occur simultaneously.
The HR team will contact the DRC (and possibly search chair) to gather final documentation related to the search. As a reminder, this includes evaluation rubrics and scoring sheets; interview questions and notes; committee surveys and notes; and reference check notes.
In the event of a failed or unsuccessful search, candidate statuses should be updated via PageUp. It is recommended that any finalist who came to campus receive a direct communication of the decision to close the search without an offer. In the event of reposting, please connect with the Faculty Recruiter to strategize for the next search.
At the conclusion of each search, all members of the search committee, DRC, department/unit leader, and dean (if applicable) will be sent a survey to gather feedback related to the search. The HR Faculty Recruiting team is committed to 青青草apping campus in all aspects of the faculty search process and will utilize this survey data to build future tools and direct process updates.
Resources: