Open Faculty Positions
Stanford is an equal employment opportunity and affirmative action employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, protected veteran status, or any other characteristic protected by law. Stanford welcomes applications from all who would bring additional dimensions to the University’s research, teaching and clinical missions
National Leaders in Pediatric Education
The Department of Pediatrics at Stanford University is seeking two leaders in Pediatric Education. Positions are as follows: Position 1 – National Leader in Pediatric Educational Scholarship and Position 2 – Associate Chair of Education, Department of Pediatrics, and Assistant Dean of GME, Stanford Medicine Children’s Health (SMCH). Read Full Description.
Department of Pediatrics Searches
Instructions & Guidelines
In an effort to uphold Stanford University’s mission to attract and retain the highest quality faculty members who will, working collectively, have the experience, knowledge, and insight necessary to respond to new research and programmatic opportunities and be a central focus for excellence in patient care through search processes that:
- Are conducted with integrity and transparency
- Are thorough, comprehensive, and national in scope
- Ensures and maintains a broad candidate pool
- Moves expeditiously and systematically
- Respects confidentiality
- Provides candidates with appropriate access to information
- Leaves all involved with a sense of fairness
Results in the recruitment of an outstanding candidate who will flourish as a member of the Stanford Community and bring distinction to the School and University.
Resources
We are available to assist.
Please explore our Pediatric Search Dashboard for resources
More details can be found at OAA-Faculty Searches
Professoriate Search (UML/UTL/NTL)
Clinical Educator Searches
Search Preparation:
When a need has been identified, work with finance to obtain a recruitment ID. Please fill out the CE Request Form to initiate the process. The form includes details on the search committee members, draft ad, and outreach efforts.
- The Search committee should consist of an inclusive group of individuals. Each search committee must be led by a chair, typically a person with a strong working knowledge of what the division needs. A specific administrator (from the hiring division) should be assigned to the search. The search committee should consist of at least 3-5 members, including an Outreach Officer and Search Chair.
- Academic affairs will seek departmental approval.
Kick-Off
Once we receive departmental approval, we can proceed with scheduling the Kick-off meeting. Hazel Lam will meet with the search committee and the administrator to kick off the search.
The purpose of the Kick-off meeting is to:
- Provide education to the search committee members on the overall CE search process, including recruitment best practices, how to avoid red flags, ensuring consistency in the review of candidates, provide tools, interview do's and don'ts
- Create a bridge of communication between the recruiting team and the division. This will ensure a smooth search and hiring process for all parties involved.
Candidate Assembly:
Ad Posting and Outreach
Use a variety of sources to post your ad to cast a wide net. Some suggestions are:
- Be sure to place the ad in at least 3 high-impact listservs and journals, either in print and/ or electronic format.
- Network with a variety of sources to post your ad to increase the candidate pool.
- Consider using social media as a networking tool (e.g.: Twitter, LinkedIn, Facebook, Network, Organizations, listservs)
Tracking of Applicants:
- All applicants MUST apply through the Stanford Faculty Position Website (Link on the approved ad).
- The division administrator will then upload all applications and materials into a designated Box folder for the committee's review.
- The administrator will be the search's main point of contact between the committee and the candidates and will use Smartsheet to track applicants to ensure follow-up and to keep track of candidate touchpoints throughout the process (i.e. email conversations, interviews, etc.)
Candidate Discussion and Evaluation
- Develop concrete criteria for ad and candidate evaluation.
- Can be finalized before the search begins. Be ready to explain your decisions and be transparent
- Is the criteria the same for all candidates?
- Is it the right criteria for the position?
- Can be finalized before the search begins. Be ready to explain your decisions and be transparent
- Use the same evaluation tool for every candidate. A Smartsheet survey template will be provided to the committees. Establishing criteria before the beginning of the search allows for the search to reduce bias when ranking candidates.
- The screening process begins once the committee receives applications:
- Screening should be consistent for every applicant
- Maintain a file on every applicant.
- Always keep applicants in the loop as to where they are in the screening process, even if it’s just to tell them that they are in a holding pattern. Every interaction with a candidate is an opportunity to make a positive impact.
Final Candidates
- After the final interviews, the committee will meet to do a final ranking of candidates
- The final recommendation will be sent from Search Chair to the Division Chief
- Once the Division Chief completes appropriate referencing, the Division Manager submits the New CE Request Form.