Search and Selection

Overview

A well planned and documented search and selection process results in a diverse and qualified applicant pool and is accomplished in a timely and cost effective manner.  Best practices in successful recruitment suggest that engaging diverse talent early on in the hiring process, before onboarding of the selected candidate, results in hiring and retaining the best talent available.

The search and selection process is a window of opportunity to reinforce NJIT’s culture, collaborative environment, and values.  To that end, the search and selection process should be a positive experience for the candidate considering employment with NJIT.  The quality of communication throughout the search process will drive the candidates’ first impressions and their ultimate career decision to become an employee of NJIT.  At the end of the recruitment process both the candidate and NJIT should be confident that the final selection is a good fit.

 

Search Processes

The search process will vary depending on the position being sourced.  It may require establishing a formal search committee or only using some of the tools available in this toolkit to conduct a search that promotes diversity and excellence.   Regardless of the position or level of search you are initiating, it is useful to understand the general end-to-end process.

While every search is slightly different it is important to understand the timelines and criteria that must be established with each type of search.

Timelines and criteria need to be created for:

  • When does the search need to be completed?
  • What characteristics are you looking for in a candidate?
  • What weighting will be used for each essential requirement of the position?
  • How long will the position be posted and open for receiving applications? 
  • What is the desired applicant pool size?
  • When will applications be reviewed?
  • What documents in addition to the candidate’s resume needs to be submitted?
  • What is the budget for the search?
  • What are the advertisement requirements and costs?
  • How many final applicants do we want to interview on campus?

When a search committee is formed, it is highly recommended that above activities be completed as a collaborative effort with both Human Resources and the committee members to the extent applicable.