{"id":14763,"date":"2024-07-22T13:17:36","date_gmt":"2024-07-22T17:17:36","guid":{"rendered":"https:\/\/www.marshall.edu\/human-resources\/?page_id=14763"},"modified":"2026-03-04T09:48:25","modified_gmt":"2026-03-04T14:48:25","slug":"search-committee","status":"publish","type":"page","link":"https:\/\/www.marshall.edu\/human-resources\/search-committee\/","title":{"rendered":"Search Committee"},"content":{"rendered":"

Search committees play a vital role in recruiting, evaluating, and recommending the most qualified candidates for employment by the University.\u00a0They typically serve as the initial point of contact for candidates, embodying the University’s commitment to diversity and inclusivity throughout the search process, adhering to university policies and procedures.<\/span> Each member has an opportunity to represent the University as a diverse and welcoming community while carrying out the search in accordance with University policies and procedures.<\/p>\n

A search committee is a group of stakeholders from various departments and levels formed for the purpose of assisting the hiring authority in recruiting and screening candidates for posted academic and staff positions. The search committee should typically vary between five to nine members but can vary depending on the position type. The search committee is a vital component in ensuring that a diverse and a qualified pool of candidates are recruited and evaluated for Marshall University positions.<\/p>\n

Best Practices for Search Committees<\/h2>\n

Search committees have a crucial function in the recruitment, assessment, and the recommendation of the most suitable candidates for university employment.\u00a0 <\/span>The Office of Human Resources is available to search committee members who have questions or need to discuss specific situations. Please email us qualifications-review@marshall.edu<\/a>. <\/span>Below are some best practices<\/a> for search committees.\u00a0<\/span><\/p>\n \n \n \n \n

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Search committees should have this discussion during its first meeting to understand its expectations, tasks, required and preferred qualifications for successful candidates, timeline, budget, selection criteria, and the kind of finalists the hiring authority wishes to consider. The members will have the opportunity to ask clarifying questions to understand the position requirements and the organizational needs.<\/p>\n

The committee should present a list of candidates along with a list of their strengths and weaknesses to the hiring authority. The hiring authority makes the final decision based on the committee\u2019s advice and organizational needs.<\/strong><\/p>\n\n\n <\/div>\n <\/div>\n <\/div>\n \n \n \n

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The hiring manager has the discretion to appoint either the search committee chair responsible for selecting committee members, or both the chair and the remaining members. The configuration of search committees varies across departments, offices, and colleges, depending on the specific role being filled. A well-rounded and inclusive search committee is essential, and it should:<\/p>\n