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Recruitment Process

Recruitment Process

Download a copy of the Powerhouse Faculty Recruitment Toolkit

STEP 1*

Department Chair appoints Search Committee.

STEP 2

Search committee meets to discuss: position KSAOs, evaluation rubric, timetable, advertisement, special efforts planned to identify underrepresented minority and women applicants.  All search committee members must attend a search training session every two years.

STEP 3

Department submits request to recruit through TALEO and receives authorization. Job is posted on UH job site.

STEP 4

Advertisement is placed by department in discipline specific publications, job boards, and personal contacts are made with prospective candidates with an emphasis on diversity.

STEP 5

Committee meets to screen applicants utilizing a committee developed evaluation rubric and agrees on a short list. Committee notifies Business Administrator to request EEO applicant pool review and approval.

STEP 6

Committee conducts campus interviews utilizing committee developed evaluation rubric.

STEP 7

Committee selects final candidate and secondary choice (if appropriate). Department chair is informed to begin the informal negotiations.

STEP 8

Department and College finalize the offer request in TALEO and receive authorization to make the offer upon Provost approval. (Business Administrator uploads reference letter and rubric for finalists.)

STEP 9

Upon receipt of signed offer letter and successful completion of other pertinent documents, the onboarding process begins.

*It is assumed that the college has previously received budgetary approval from the Provost on this hiring line.

 

Search Committee

A search committee is an integral part of an effective faculty search process. The committee should be comprised of individuals who understand the requirements of the position and who are committed to the mission and goals of the department and the university. Having a diverse search committee helps in gaining access to and evaluating candidates of different backgrounds, it also makes it less likely that the committee will overlook talented individuals with nontraditional kinds of experiences. Departments and schools with low numbers of women and minority faculty should consider inviting faculty of color and female colleagues from related departments or schools to serve on search committees.

The search committee should be prepared to be proactive and go beyond just placing advertisements and waiting for applications. They will need to energetically seek out promising prospects through their network of colleagues and scholars at other institutions and also explore the numerous online resources to search for PhD students and postdoctoral scholars from groups that are historically underrepresented in higher education. 

Job Description

Efforts should be made to define the position in the widest possible terms consistent with the department’s needs. Make sure that the position description does not needlessly limit the pool of applicants. Some position descriptions may unintentionally exclude women or minority candidates by focusing too narrowly on subfields in which few specialize. The committee should establish selection criteria and procedures for screening and interviewing candidates before advertising the position. Examples of candidate evaluation rubrics (Tenure/Tenure-Track, Instructional/Clinical, and Research) are available on page 20. 

Special Efforts to Identify Women and Minority Applicants

A special effort is a recruitment strategy that specifically targets underrepresented minorities and women. Therefore, a strategy that does not specifically target these groups would not qualify as a special effort. Examples of a special effort would be one where the search committee members deliberately and intentionally solicit applications, nominations, or referrals from:

  • Minority and women scholar organizations
  • Minority and women scholars/professionals on- and off-campus
  • Contact faculty who are from underrepresented groups for recommendations
  • Professional caucuses or organizations that are organized around women or minority concerns
  • Internet discussion groups
  • Community agencies related to underrepresented groups
  • Meetings of professional organizations
  • Journals targeted at women and minority readerships
  • Engage the Office of Faculty Recruitment, Retention, Equity and Diversity to develop a tailored candidate prospect contact list
  • Minority and women doctoral or post-doctoral directories
  • Departments in HBCUs and other predominantly minority institutions

Listed below are examples of special efforts:

Example 1: Women and minority candidates will be encouraged in all advertisements, which will appear in highly visible publications that are specifically marketed to minority audiences and those with extensive national and international circulations.  In addition, women and minority applicants will be identified via position announcements circulated to all schools and colleges of Optometry and via personal contacts with leaders in the field of eye care.  The members of the Faculty Recruitment and Search Committee, as well as the faculty at large, will be solicited to nominate underrepresented minorities and women for consideration.

Example 2: The department will send an announcement that encourages women and minority candidates to apply to all Engineering Department Chairs including minority serving universities. The department will also post the ad on the National Society of Black Engineers, Society of Hispanic Professional Engineers, and the Society of Women Engineers online job boards.

Example 3: Special efforts will be made by asking colleagues to help identify women and minority candidates; distributing the advertisement specifically to women and minority leaders; and searching resume banks of organizations targeting women and under-represented minorities.

Dual-Career Program

Recognizing dual-career assistance is a crucial element in recruiting and retaining excellent faculty, the University of Houston has established a program that offers assistance to qualified couples. The UH Dual-Career Program is a partnership between the departments, deans, the Provost’s Office and the broader community. The program is administered by the Office of Faculty Recruitment, Retention, Equity and Diversity.

Although there is no guarantee of job placement, we will help facilitate the job search process at UH and in the local community. Career searches are most successful when the spouse takes a great deal of initiative. Spouses are urged to conduct  an active job search, using the Dual-Career Program.

The Dual-Career Program applies to the spouses of an individual who has either accepted a Tenure/Tenure-Track faculty position or who is selected to receive an offer for a Tenure/Tenure-Track faculty employment. Due to resource constraints, dual-career support can only be provided for spouses of individuals who are selected to receive an offer or who have accepted an offer, but not for individuals who are among multiple finalists.

UH commits to making every effort to assist with the employment search for spouses of recruited candidates.

  • We encourage spouses to be open to a host of employment settings and locations across the Houston area to enhance the likelihood of a successful placement.
  • The program does not create any entitlement or contractual rights to employment or to a particular type of position on campus or off campus.
  • Career searches are most successful when the spouse takes an active role in the job search both with the assistance offered by UH and independently.

Basic Principles:

  • Must be an appropriate fit between spouse’s qualifications and position.
  • Academic positions offers for spouses are only extended if strong support exists in target unit or department.
  • In the case of internal hires, the spouse hire must comply with UH policies and receive all appropriate approvals.
  • UH will provide search support, but is unable to guarantee placement.

Process:

  • Departments encourage candidates to disclose whether their spouses will be in need of dual career support. Without this disclosure the process cannot be activated.

Spouse Seeking Faculty/Academic Positions:

  • Once a candidate is selected as the finalist for a position and extended an offer, the department chair is responsible for contacting the Office of Faculty Recruitment, Retention, Equity and Diversity with any questions and to initiate the search at 713-743-3213 or fac-rred@uh.edu.    
  • The spouse will provide information regarding their academic background and job experience utilizing the online Dual Career Program Request form: https://uhacademicaffairs.co1.qualtrics.com/jfe/form/SV_6YJbMSzT8nhQTnT  
  • The Office for Recruitment, Retention, Equity and Diversity reviews the completed form and contacts the spouse to schedule a consultation session.
  • Under circumstances defined by the Provost, the Provost will provide funding on a case by case basis for a spousal hire in a Tenure/Tenure-Track position, if the hire meets the receiving unit criteria, and if funds are available and the unit faculty are in agreement with the hire.
  • 'Bridge' funding of a position for a preliminary period may be possible if relevant Deans provide necessary support.
  • The Greater Houston area has 14 major institutions of higher learning. UH has partnerships with many of these institutions and will continue to expand on these partnerships. The Assistant Provost for Recruitment, Retention, Equity and Diversity will assist with disseminating the spouses credentials to partner institutions. This policy only applies during twelve-month period after a new faculty member is offered a position.  

Spouse Seeking Staff Positions On-Campus:

  • Spouses seeking a staff position on-campus are encouraged to explore and apply for on-campus staff positions that match their skill set utilizing UH’s job web portal.
  • Once a candidate is selected as the finalist for a position and extended an offer, the department chair is responsible for contacting the Office of Faculty Recruitment, Retention, Equity and Diversity with any questions and to initiate the search at 713-743-3213 or fac-rred@uh.edu.  
  • The spouse will provide information regarding their academic background and job experience utilizing the online Dual Career Program Request form https://uhacademicaffairs.co1.qualtrics.com/jfe/form/SV_6YJbMSzT8nhQTnT
  • The Office for Faculty Recruitment, Retention, Equity and Diversity reviews the completed form and resume and contacts the spouse to schedule a consultation session.

Spouse Seeking Positions Off-Campus:

  • Once a candidate is selected as the finalist for a position and extended an offer, the department chair is responsible for contacting the Office of Faculty Recruitment, Retention, Equity and Diversity with any questions and to initiate the search at 713-743-3213 or fac-rred@uh.edu
  • The spouse will provide information regarding their academic background and job experience utilizing the online Dual Career Program Request form:  https://uhacademicaffairs.co1.qualtrics.com/jfe/form/SV_6YJbMSzT8nhQTnT
  • The Office for Faculty Recruitment, Retention, Equity and Diversity reviews the completed form and resume and contacts the spouse to schedule a consultation session.

The University of Houston is a member of the Greater Texas Higher Education Recruitment Consortium (HERC), which is a non-profit consortium of colleges and universities. One of HERC’s primary goals is to help the spouses of faculty and staff members to secure employment. They have a web-based search engine that is free and includes faculty and staff job listings at all 19 Greater Houston member institutions.

For additional information, please contact the Office of Faculty Recruitment, Retention, Equity, and Diversity at 713-743-3213 or fac-rred@uh.edu.

Benefits and Resources for UH Powerhouse Faculty

The University of Houston Powerhouse Faculty enjoys a number of both personal and professional benefits. As university employees they are offered an excellent benefits package, which includes medical, dental, life, accident, long-term disability, and short-term disability, long-term care insurance and flexible spending accounts. Optional benefits include accident, cancer, critical illness and hospital protection plans as well as universal life with long-term care. Medical coverage is provided through Employees Retirement System of Texas (ERS) at no cost to full-time benefits eligible faculty and staff.  Dependent medical coverage and other insurance coverage are available at group rates. Effective June 26, 2015, same-sex spouse/partners and dependent children of those spouse/partners became eligible for medical/dental and life insurance coverage. Progressive policies are in place to assist faculty men and women who become parents. UH offers a variety of tax-deferred and post-tax retirement savings options, and numerous resources to support your overall well-being.

In addition to the personal benefits noted above, there are professional resources and benefits that may influence a prospective Powerhouse Faculty member’s decision to accept a position at UH.  At the University of Houston they will have access to a world-class library and research facilities, technology and graduate student assistance, and numerous programs to help orient them as new faculty members.

Please click the following link here for a listing of benefits and programs that are summarized to help search committees market the University of Houston to job candidates.