Candidate Associations

It is not unusual for search committee members to know one or more of the applicants applying for their opening and such associations might cause other applicants to feel the selection process was not equitable. The perception of fairness and transparency is essential to the success of each search. The following guidelines are a starting point from which to have a discussion with those involved, including the Area Administrator, search committee membership, Civil Rights and Title IX Office and/or HR.

Casual Association

• May include having served on a committee with the applicant or knowing the applicant through a non-work association. In this instance, simply disclose to the search committee the nature of the association.

Professional Association

• May involve working together as colleagues or co-workers. In this instance, it is recommended that the committee member not actively participate in the discussion of this applicant. If it is critical that the committee member participate in discussions, then any information (negative or positive) should be substantiated by outside references that can lend additional objectivity.

Close Personal Association

• May involve an applicant that is a family member or someone with whom there is or has been a past consensual relationship. In such instances, search committee member must resign from the committee to eliminate any possibility of a conflict of interest.