Frequently Asked Questions
Faculty Recruitment and Hiring
It is preferable to distribute a copy of the document. If the original is either lost or misplaced, there could be significant disruption of the search process, and others’ ability to immediately review the documents.
An individual from outside SDSU may serve as a subject matter expert on a search committee, and may prove an invaluable resource. However, the individual is precluded from voting.
The search committee must submit a hard copy of the ad, an electronic copy of the ad (Word document preferred), recruitment plan and criteria to be used to evaluate applicants. All these items must be approved by the OERC prior to advertising.
You can ask any job-related questions. Refrain from asking any personal questions that will solicit information regarding age, national origin/citizenship, immigration status, race/ethnicity, marital status, veteran status, disability, sexual orientation, etc.
Yes. There are two instances in which phone interviews are permitted. Many committees conduct phone interviews as part of the screening process to help in determining which applicants will be invited to an on-campus interview. Phone interviews may also take place in lieu of on-campus interviews as long as 1) all applicants are interviewed via telephone; or 2) an applicant is unable to come to campus for a visit and opts for a telephone interview. It is important that all candidates be treated equally; therefore if any in-person interviews will be conducted, it is best to have all interviews be in-person interviews.
Prior to inviting candidates to an on-campus interview, the search must be certified. To certify a search, the committee should submit their “justifications” explaining why certain candidates were selected for on-campus interview (how they met stated criteria), why others were selected as “second tier” or “back-up” candidates (met stated criteria but less qualified than top tier) and how all other applicants failed to meet stated criteria.
No. Once a search has been certified, the search committee may go to the second tier/backup candidates after exhausting the list of top tier candidates without further approval from OERC. However, the committee may not bring an applicant from the “reject” list for an on-campus interview without submitting additional documentation.
No. The search committee may set whatever time frame they think appropriate to complete interviews. If a candidate cannot make the time frames, then the committee is not required to make any exceptions. However, if an exception is made for one candidate, then it must be made for all candidates.
The committee may only review student evaluations if it is reviewing student evaluations for all other applicants as well. The committee must remember to treat all applicants equally. If the search committee wants to review student evaluations for one applicant, it must do so for all applicants.
The advertisement “taglines” should read as follows:
SDSU is a Title IX, equal opportunity employer and does not discriminate against persons on the basis of race, religion, national origin, sexual orientation, gender, gender identity and expression, marital status, age, disability, pregnancy, medical condition, or covered veteran status.
The person holding this position is considered a "mandated reporter" under the California Child Abuse and Neglect Reporting Act and is required to comply with the requirements set forth in CSU Executive Order 1083 as a condition of employment.