Resources for Search Committees including Evaluation Rubrics and Link to Project Implicit

Below, you will find a plethora of resources that will be invaluable in all stages of your search for a new faculty member - from writing the advertisment, to evaluating the candidates. 

RESOURCES PERTANING TO SEARCHES IN THE VIRTUAL ENVIRONMENT

IMPORTANT INFORMATION REGARDING RECORDING APPLICANTS AND THE SEARCH PROCESS

Please note that recording presentations and other items from a virtual search are, under the state personnel records act, accessible to applicants.  In addition, they legally have access to all records we maintain regarding themselves as an applicant -- access to records may be shared upon request, with some limited exceptions, including letters of reference that are solicited prior to employment. 
 
If an applicant requests the  "recorded video of [the candidate's] research presentation" you may edit out those portions of the video that include others' interview questions.   It is advisable to limit your response to the scope of the specific request.  If the presentation was interrupted with questions throughout, it would be advisable to notify the others involved that the candidate has a right to access the video.   You can also make a statement at the beginning of the presentation that this will be recorded for purposes of review by those not present.  However, you should let everyone in the department know that such a presentation can be requested by the applicant.  
NOTE:  A 'copy' need not be distributed directly because the department cannot control what might be further shared, with whom, in what (limited) context.  If the search committee or department prefers,  they could offer an opportunity to play the recording for an applicant to review, which thus provides access and opportunity to review, but if you prefer a managed setting this guarantees 'copies' are not further made or obtained for potential further distribution.

 

Best Practices for Interviewing Faculty Candidates Virtually

Consistency and Equity in Virtual Interviews

Evaluation Rubric Examples in No Particular Order

The Nuts and Bolts of the Search Process

Strategic Interview Questions

Strategic Diversity Questions

  • UNC Charlotte is committed to building a culturally diverse environment. How would you further this goal?
  • How have multicultural issues influenced and /or been a part of your teaching, research and outreach/service?
  • What do you see as the most challenging aspects of an increasingly diverse academic community?
  • Follow up question….
  • What initiatives or strategies have you taken in your previous capacities to meet such challenges?
  • How does diversity relate specifically to this job and how do you incorporate diversity into your day to day work?
  • Describe strategies (that you have used or considered) for creating an inclusive learning environment for your students?
  • Provide us with examples of how you have managed diversity in your classroom setting.
  • Has diversity played a role in shaping your teaching and advising styles?

ASSESSING DIVERSITY STATEMENTS

Best Practices for Building A Diverse Faculty

Faculty Recruitment Toolkits from Other Institutions:

 

PROJECT IMPLICIT: Project Implicit

  • Project Implicit is a non-profit organization and international collaborative network of researchers investigating implicit social cognition - thoughts and feelings outside of conscious awareness and control. Project Implicit is the product of a team of scientists whose research produced new ways of understanding attitudes, stereotypes and other hidden biases that influence perception, judgment, and action.
  • Project Implicit translates that academic research into practical applications for addressing diversity, improving decision-making, and increasing the likelihood that practices are aligned with personal and organizational values.
  • Project Implicit will allow you to determine your conscious and unconscious preferences for over 90 different topics ranging from pets to political issues, ethnic groups to sports teams, and entertainers to styles of music. At the same time, you will be assisting psychological research on thoughts and feelings.
  • Sessions require 10-15 minutes to complete. Each time you begin a session you will be randomly assigned to a topic. Try one or do them all! At the end of the session, you will get some information about the study and a summary of your results. We hope that you will find the experience interesting and informative.

OUTSMARTING HUMAN MINDS: 

Outsmarting Human Minds shines light on our implicit biases. Explore the mind’s blindspots with our episodes and tests, and apply insights from the science to make better decisions in life and at work