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Prepare to search

Establish the search committee

The Dean conducts the search in accordance with established procedures, including establishing a search committee as an advisory committee to the Dean or designate. The Dean chairs the committee and appoints the search committee members.

The search committee convenes in time to participate in the overall search process. The Dean ensures all search committee members understand their roles in the search process. Initial discussions with the search committee include:

  • the search committee roles and responsibilities in the hiring process
  • the role, responsibilities and qualifications of the position to be filled as well as the strategic need for the position 
  • the importance of a well-documented, fair and transparent process
  • related practices, policies, legislation, mandates and resources

As the search committee plans the various recruitment and selection activities involved in the process, it is helpful to review the faculty recruitment checklist to develop a realistic timeline. Planning the dates for advertising, reviewing applications, conducting interviews and debriefs etc., helps ensure process completion timelines are tight and committee membership remains consistent.

Please note: Recruitment refers to all activities that result in a broad and diverse pool of qualified applicants from which to select. Selection refers to the activities that support choosing the best possible candidate from that pool. 

Although the search committee conducts recruitment and selection activities in an atmosphere of complete confidentiality, this does not preclude seeking advice from the Office of the Provost or HR, nor does it preclude the candidate appearing at public forums or other venues associated with the selection process.  

Define specific selection criteria

A consistent and objective application of meaningful selection criteria forms the basis of a defensible hiring decision. Throughout the recruitment and selection process, the selection criteria create the measure against which all applicants are consistently and objectively assessed. It is recommended the Dean involve the search committee in establishing the selection criteria to be used, and the weighted importance of each. This will increase the likelihood of consensus when deciding which candidate to recommend for hire.

Developing selection criteria

Selection criteria are based on the academic needs of the faculty, not on the characteristics of the individuals who apply. Selection criteria are determined by first analyzing the bona fide occupational requirements (BFORs) - the qualifications, skills, abilities and accomplishments required for a person to perform the essential responsibilities of the role in an effective and safe manner. These criteria are objective, measurable and best predict an applicant’s future success as a teacher, scholar and contributing member of the UOIT community. Requirements over and above BFORs should be indicated as assets when advertising. Assets are those qualifications considered to be beneficial in carrying out the essential responsibilities of the position. 

Ontario Human Rights Code (OHRC) and selection criteria

Selection criteria must not inadvertently discriminate on any of the prohibited human rights grounds.     

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