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Kenyon CollegeOffice of the Provost

Hiring Checklist

Checklist for Faculty Hiring

* For Tenure-Track searches the Provost interviews all candidates; an Associate Provost will attend the class presentations.

* For Visiting searches an Associate Provost interviews all candidates and attends the class presentations.


First Steps

  1. The formal Job Posting, supplemental advertisements, if any, and Hiring Report I (automatically generated by PeopleAdmin) must be approved by Mariam El-Shamaa, Director of Equal Opportuntiy (DEO), and the Provost (tenure-track positions) or Associate Provost (visiting positions) before the position is posted on the College's employment website and before placement of the ads with any source outside the College.
  2. A complete search dossier must contain at least: a letter of application; curriculum vitae; an unofficial transcript; and at least three letters of reference. Thus, all faculty position postings must require these materials. Supplemental materials (e.g. statements of teaching philosophy, portfolios, etc.) may be requested of applicants in addition to the items stated.
  3. Preliminary interviews are recommended for all searches prior to selection of candidates for on-campus visits. Therefore, arrangements should be made to schedule screening interviews at a professional meeting or by telephone.
  4. After screening interviews, the Top Ten Hiring Report should be submitted electronically to the Provost or Associate Provost and the DEO who will then review the online dossiers compiled for those candidates as well as others if appropriate. Allow at least three (3) business days for review; the Provost or the Associate Provost must give approval to invite candidates to campus before any visits are scheduled and arrangements made.
  5. Arrange for meals, lodging, travel to and from Gambier, and itinerary, etc. and hosting candidates while they are on-campus. (Expenses will be reimbursed, upon approval from the Provost)
    • When making housing arrangements for out of town candidates during the interview process, it is preferred that people use the Kenyon Inn as their first choice in finding housing accommodations since it is a College-owned hotel.

* Orbitz online or AAA Travel.

* Please make sure itineraries are written with the candidate in mind. Please provide as much information and detail as possible, such as: full names, titles, locations, etc. Also, be sure the information is well-organized so that it is easy to follow. See sample itineraries on the web.

On Campus Visits

  1. Schedule top three candidates visits to campus including:
    1. Interviews with the Provost or Associate Provost (arrange time slots well in advance.)
    2. Class session. (Contact Amy Quinlivan to arrange attendance by Associate Provost)
    3. Presentation on scholarly/research/artistic work or interests.
    4. Interview with members of the department conducting the search and with search committee members from outside the department.
    5. Informal interview and/or mealtime meeting (e.g. lunch) with representative group of students.
    6. Meeting with the Office of Human Resources to discuss fringe benefits.
    7. Meeting with other faculty/community members that might include: members of cognate departments; women faculty members for female candidates; minority faculty for minority candidates; or any other groups that the candidate requests. An inquiry should be made at the time of making the invitation if there are any representatives from the campus community at large that the candidate would like to meet.
  2. As soon as the dates and times of class sessions and presentations are confirmed, inform the Associate Provost's office with whom tentative dates should have already been discussed. Send the candidates' itineraries to the Provost/Associate Provost at least 3 days prior to visit.
  3. Professional presentations should be announced in Newscope or via email to all faculty, students and the College at large.
  4. Provide College campus maps for candidates.

After the Campus Visits

  1. Search Committee Chair confers with Provost (tenure track search) or Associate Provost (visiting search) prior to search committee's final deliberation meeting to select person to be recommended for hire. Schedule meeting so as to allow sufficient time after last campus visit for discussion to occur; neither the Provost nor the Associate Provost is likely to be available upon short notice.
  2. Search committee meets to deliberate. Chair brings copy of job posting to meeting and reminds committee of the stated qualifications as well as any agreements reached as to weighting of preferred qualifications (e.g. "Ph.D preferred," value assigned to "degree in hand" vs "ABD;" "experience in___ especially attractive," etc.). Chair is to record any such weighting employed in assessing candidates as well as the reasons for ranking the candidates who were interviewed on campus.
  3. Search Committee Chair notifies by email correspondence the Provost or Associate Provost of the committee's recommendation for hire using the Hiring Recommendation form. Once recommendation is received, the Provost or the Associate Provost give authorization to contact the person selected to notify her or him of the selection and inform the candidate that the formal offer and contract terms will come from the Provost or Associate Provost.
  4. Final Hiring Report to be submitted after an appointment has been offered and accepted. Final Hiring Report lists and ranks the candidates in order, including the person to be hired. An electronic copy of Final Hiring Report should be sent to the Provost or Associate Provost and the DEO.

REVISED 09/30/11 RS/aq/jp