Guide to Faculty Searches
Table of Contents
- Message From The Vice Dean And Senior Associate Dean For Academic Affairs
- Expanded Table of Contents
- University Policy Statements
- Current School Demographics
- School and University Resources for Faculty Recruitment
- Things to Know Before Initiating a Search
- The Search Initiation Process
- Managing the Search
- Reviewing Applications
- Interviewing Candidates
- Post-Interview Deliberations and Outcome
Printable Version (pdf)
IV. Current School Demographics
X. Interviewing Candidates
A. Format
While a campus visit allows the search committee to evaluate the candidate, it also permits the candidate to judge both the search committee and Stanford. An interview that is thoughtfully planned, that allows the candidate to present himself or herself in the best possible light and that elicits the information necessary for decision-making are major elements of a successful recruitment process.
Having a candidate visit the campus requires numerous arrangements, and it is important for the search committee chair to appoint someone to handle the logistics of the visit. These arrangements generally include travel planning, making hotel reservations, reserving meeting rooms, preparing schedules and itineraries for the candidate and members of the search committee, arranging escorts from place to place, organizing social events, coordinating catering, and processing reimbursements for travel expenses.
All candidates should be treated equally during their interviews and campus visits. When feasible, similar events should be scheduled, interviews with the same groups of individuals should be arranged, and an equal amount of time should be allocated for each candidate. Candidates internal to Stanford should be treated with the same consistency.
The candidate should receive a detailed schedule that identifies by name and affiliation each person with whom an interview will be conducted. To obtain maximum benefit from the interviews, the search committee should circulate to all individuals with whom the candidate will meet his or her curriculum vitae, a copy of the position description and a copy of the interview schedule. Faculty and other appropriate groups (e.g., medical students, residents, postdocs) should be encouraged to attend the candidates' presentations.
The search committee should devise a group of core questions based on the job-related criteria by which candidates are to be evaluated. These questions should be asked of all candidates, thereby allowing comparative judgments to be made. The Office of the General Counsel has developed some"Basic Interview Guidelines under Federal Law" which provide a summary of permissible questions and questions to avoid. These guidelines are included on page 6 of the brochure on "Building on Excellence: Guide to Recruiting and Retaining an Excellent and Diverse Faculty at Stanford University (pdf)."
A sample interview schedule on the Office of Academic Affairs' website may be used as a guide in planning candidate visits.
B. Candidate Information Packet
Departments are strongly encouraged to provide candidates with a packet containing information on the department, School, University and community. Such materials might include the departmental faculty profiles, academic planning documents, the Dean's Newsletter, Stanford Medicine Magazine, Stanford facts brochure, campus map, a current issue of Stanford Report and links to pertinent websites.
The School of Medicine's Relocation Services Office should be used as a resource in providing information on housing and schools, as well as on guided overviews of cities and neighborhoods. The University's WorkLife Office is also a useful resource, especially for information surrounding child care issues.
C. Dual Career Considerations
Many Stanford faculty members have spouses and partners with professional positions in higher education or in other fields. The Faculty Recruitment Office provides assistance to spouses or partners of new and current faculty in finding positions at Stanford and elsewhere. This assistance can include meeting with the faculty member, spouse or partner; referring the individual to others at the university for assistance; and providing information on web sites and other resources for finding open positions.