Hiring Procedures

General Process

A. Position development and committee formation

  • Faculty postings are drafted in consultation with relevant subject-matter experts and finalized by the Chair.
  • A search committee is struck with appropriate disciplinary expertise and broad departmental representation where possible.
  • The committee member outline is as follows:
  • The Department Chair, or delegate, shall chair the Committee.
  • The Dean or delegate appointed by the Dean.
    • At least three full-time Academic Faculty Members from the Department        
  •         (including cross appointments).
  • One or more faculty members from another Department within the Faculty.
  • The Chair convenes an initial meeting to review the process and schedule, confirm evaluation criteria, and clarify confidentiality and conflict-of-interest expectations.

B. Application review and ranking

  • Committee members independently review applications and rank candidates as:
  • A – Must interview
  • B – Can interview
  • C – Should not interview (low quality / limited fit)
  • D – Should not interview (outside the advertised area / not relevant)
  • Members are normally given two weeks to complete reviews and submit rankings to the Chair at least two days before the screening meeting.

C. Initial screening

  • The committee meets to review rankings and select approximately six candidates for Zoom interviews.

D. Zoom interviews

  • Approximately six Zoom interviews (~30 minutes each) are conducted.
  • The committee then meets (~1 hour) to select approximately three finalists.

E. In-person interviews

  • Approximately three finalists are invited for full-day campus interviews.

F. Final recommendation

  • Following interviews, the committee convenes for one hour meeting to recommend a candidate.
  • The Chair brings the recommendation to Department Council for ratification and then forwards it to the Dean.

Zoom Interview Etiquette and Expectations

A. Purpose and format

  • Assess academic fit, teaching, research potential, communication, and collegiality.
  • Duration: 20–30 minutes.

B. Interview structure

  • The Chair opens with introductions and an introductory question.
  • Committee members ask questions from preassigned categories.
  • Questions are circulated in advance; members may ask follow-up or clarifying questions.

C. Expectations

  • Members should aim for reasonable consistency across candidates while allowing flexibility.
  • Be respectful and collegial.
  • Ask questions conversationally rather than in an interrogating manner.
  • Keep cameras on whenever possible.
  • Allow candidates time to respond.
  • Maintain confidentiality.

D. Conduct in Deliberation Meetings:

  • All committee members will be treated respectfully. Constructive opinions and differing viewpoints are welcome and should be discussed professionally.
  • Candidates should be evaluated primarily on the information contained within their application packages and on the criteria established for this search.
  • If committee members wish to raise information that is not contained within the application package, it should be clearly identified as such and presented professionally and confidentially. Any such discussion should occur only after the committee has thoroughly considered the evidence contained in the application materials.
  • The evaluation of candidates should align with the primary purpose of the position being filled.
    a) Tenure-Track Research Positions
    The committee should focus on identifying candidates with the potential to establish and sustain an independent, externally funded research program; contribute to graduate student supervision and training; develop a strong scholarly reputation; and provide high-quality teaching and service to the Department, Faculty, University, and profession. Teaching, service, collegiality, and alignment with departmental needs should also be considered as part of the overall assessment.  The committee should assess demonstrated achievements as well as the candidate’s potential for future growth and impact.
    b) Academic Teaching Staff Positions
    The committee should focus on identifying candidates with a strong commitment to teaching excellence, student success, curriculum development, and educational leadership. Candidates should demonstrate the ability to provide an outstanding learning experience for students while maintaining the currency of their disciplinary knowledge and instructional practices. Contributions to service, mentorship, and educational innovation should also be considered where applicable.
  • Committee members are welcome to revisit or reconsider any candidate previously discussed if they believe additional deliberation would be beneficial to the committee’s decision-making process.
  • Our objective is to conduct a fair, evidence-based, and collegial evaluation process that results in the strongest possible recommendation for the Department.

In-Person Interview Expectations

A. Typical schedule

  • 30-minute meeting with the Chair
  • 30-minute meeting with the Dean or representative
  • Teaching lecture (~50 minutes)
  • Research seminar (~45–50 minutes)
  • Committee interview (~1.5 hours)
  • Faculty Members in hiring area (~30-45min total)
  • Additional meetings or lab visits as appropriate

B. Expectations

  • Assess teaching, research, collaboration potential, and departmental fit.
  • Avoid interrupting presentations except for timekeeping.
  • Help ensure candidates leave with a positive impression of the Department and University.

Confidentiality and Conflict of Interest

A. Confidentiality

  • The hiring process is confidential.
  • Application materials, rankings, and deliberations must not be shared outside the process.

B. Disclosure and management of conflicts

  • Any actual, potential, or perceived conflict of interest should be disclosed during meetings as soon as it becomes known.
  • Conflicts are managed by the committee and Chair and may include limited participation or recusal where appropriate.

C. Supervisory relationships

  • Faculty serving who are current or former supervisors of an applicant may attend screening meetings, but are generally expected not to serve on interview committees evaluating their own students, postdoctoral fellows, or trainees.

Expectations of Research Area Representatives

A. Role and responsibilities

  • Research area representatives contribute disciplinary expertise while supporting the Department’s broader hiring priorities.
  • They are expected to seek confidential feedback from faculty, trainees, and research group members where appropriate.

B. Communication with research groups

  • Representatives may communicate general process steps and timelines to their groups when appropriate, without disclosing confidential committee discussions or rankings.

C. Candidate seminars and feedback

Faculty members, trainees, and attendees (ug/grad students, postdocs, staff) are encouraged to provide written or verbal feedback directly to the Chair or to members of the search committee.

The Department will prepare and circulate advertisements for teaching and research seminars through the Executive Assistant to the Chair.

Research area representatives are encouraged to promote attendance and engagement.

Expectations of Research Area Representatives

  • Fairness and transparency
  • Confidentiality
  • Respectful and collegial interactions
  • Timely participation
  • Evidence-based decision-making
  • A welcoming and professional candidate experience
  • The Department’s collective responsibility to recruit outstanding colleagues