Glossary and Tip sheet
- Best Consideration Date
- Applications received after the best consideration date are not part of the initial review. If the search committee feels that the initial pool doesn't have enough strong applicants, the Chair can request the applications for, say, one week after the best consideration date, and this can be done repeatedly until the committee is satisfied with the applicant pool, or all applications have been reviewed.
- What we can't do is pick and choose among the applications to determine which ones we want to add to the active pool. In practice, most of the time the initial pool is strong enough that the committee never sees applications submitted after the best consideration date.
Back to main document - Minimum qualifications
- These are the minimum qualifications that we’ll consider for the position. We don’t think someone could be successful at the job we are trying to fill without these.
- We don’t want to you to waste your time applying for a position that isn’t a match for you. The applications we get are screened to make sure they meet the minimum qualifications before the search committee sees them. Make sure you make it clear that you meet the qualifications! If we can’t tell that you meet them, your application won’t get to the search committee.
Can I apply for a position if I don’t meet the minimum qualifications?
We won’t consider applications that don’t meet the minimums, and generally the committee won't even see them. But maybe you have met the minimums in a non-traditional way? For example, if we require two years of instruction experience you might say something like: “I have over two years of experience in instruction, including one and half years in classroom instruction, and three years of one-on-one tutoring.”Make your case for how your experience meets the minimums! If we agree, we’ll consider your application.
Back to main document - Search committee
- Our search committees generally are a mix of faculty and staff from within the College.
- For faculty positions, the committee is appointed by the Dean. The committee finalizes the job description, creates the rubric used to evaluate candidates, develops interview questions and presentation prompts, and solicits feedback from the college on the finalists. The final decision about who to make an offer to, however, is the Dean's.
For staff positions, once the Dean has approved opening a search for a specific position, the person who will be supervising that position usually becomes chair of the search committee. The chair gathers a committee, the committee develops the rubric, conducts the interviews, and eventually recommends the top candidate to the staff hiring officer, who makes the offer.
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Back to main document - Preferred qualifications
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Back to main document - Salary Range (Staff)
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Back to main document - Salary Minimum (Faculty)
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Back to main document - Interview Questions
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Back to main document - Questions for us
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Back to main document
