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  • The Complete Academic Search Manual: A Systematic Approach to Successful and Inclusive Hiring
  • Amy Raphael
The Complete Academic Search Manual: A Systematic Approach to Successful and Inclusive Hiring Lauren A. Vicker and Harriette J. Royer Sterling, VA: Stylus, 2005, 128 pages, $18.95 (softcover)

"Would you assist in the search for our Director of Multicultural Affairs?" "I'd like for you to chair the search committee for our incoming Vice-President for Student Affairs." "I need one more member for the career counselor search committee, would have time to help?" Student affairs professionals who frequently hear these questions and statements may view these opportunities as a blessing and a curse. Possibly overworked, many student affairs professionals experience time constraints when serving on a search committee. Moreover, student affairs professionals are often thrust into such committees without any training, guidelines, or instructions on how to efficiently proceed.

The Complete Academic Search Manual: A Systematic Approach to Successful and Inclusive Hiring provides a 10-step process for conducting searches for faculty and administrative positions on a college campus. Each chapter begins with clear, concise learning objectives before it details one step in the process, offers sample documents and checklists, and describes potential pitfalls. Vickers and Royer suggest that practitioners follow 10 steps in order but the authors continually state that each chapter has been designed to serve as a stand-alone guide on its topic.

In chapter 1, Preparing the Search Committee, the authors offer tips to selecting a diverse committee as well as discuss the importance of establishing roles and responsibilities of the chair and members of a search committee. Understanding the tasks and scope of the search committee remains critical. For instance, an understanding of confidentiality and deadlines must be established. The authors also provide a useful tracking form and preparation checklist at the end of chapter 1.

Chapter 2, Profile and Position Descriptions, discusses a step in the hiring process often overlooked by student affairs professionals. This chapter provides a list of questions for discussion with staff members and community stakeholders who have a vested interest in the position. The profile, often assumed to be the same as the description, describes the ideal candidate for the job. The position description lists the duties and responsibilities of the incumbent. This chapter also provides the reader with a list of crucial elements to include in the advertisement of any position. Suggestions for wording to attract a diverse pool of candidates as well as sample listings from The Chronicle are provided.

Chapter 3, Recruiting Candidates, is short and does not provide much detail. The chapter discusses considerations of where to advertise and it provides a set of myths related to diversity recruiting. The stated objectives [End Page 698] are not truly met.

The sample evaluation forms and rejection letters (created from profiles and position descriptions) offered in Chapter 4, Evaluating Resumes, are excellent. The chapter also emphasizes the importance of agreeing on criteria for selection before screening begins. The authors suggest a 3-step process for reviewing resumes: screen individually, compare at a meeting, and identify top candidates. The process outlines a clear and succinct approach for practitioners.

Strategies for training interviewers, tips for formulating questions, and an overview of illegal questions are all covered in Chapter 5, Preparing to Interview. Details are given regarding behavioral questions such as what they are, how to create them, and why they are good. While this chapter provides valuable information, what it lacks is a comprehensive list of sample questions to ask when interviewing student affairs professionals.

Chapter 6, Preliminary Screening Interviews, assists the reader in planning for phone interviews. An outline of a 30-minute phone interview is given. Logistical considerations as well as suggestions for ranking and eliminating candidates are described. Best practice suggestions for interviewing at professional conferences are outlined. A brief discussion of internal candidates closes this chapter.

The Campus Interviews, Chapter 7, discusses the committee's preparation work for on-campus interviews. Information packets and additional items for the candidate should be gathered or sent and the interview itinerary must be created. Tips for ensuring the candidate has an enjoyable interview day are provided while the authors also...

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