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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 17.

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
  • Women and minority program offices
  • Professional caucuses or organizations that are organized around women or minority concerns
  • Internet discussion groups
  • Minority and women scholars/ professionals on- and off-campus
  • Community agencies related to underrepresented groups
  • Meetings of professional organizations
  • Journals targeted at women and minority readerships
  • Ethnic Studies departments  (for relevant disciplines)
  • 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.

Advertisement and Resources

Required Language for Position Announcements

UH Position Announcements must include:

1. The University’s Equal Employment Opportunity and Affirmative Action Policy statement.

“The University of Houston is an equal opportunity/affirmative action employer. Minorities, women, veterans and persons with disabilities are encouraged to apply.”

 2. Dual Career statement.

“The University of Houston is responsive to the needs of dual career couples.”

Proactive Diversity Language

Research indicates that there is a positive correlation between including proactive diversity language and the diversity of the applicant pool.  “Adding an explicit criterion in the job description for experience and success in working with diverse groups of students has significant potential to broaden the qualities being considered.” (Smith et al, 2004). The diversity of the UH student body demands that job descriptions stress experience in teaching different kinds of students as well as skill in developing classroom environments that facilitate learning for all students.

Proactive language can be included as a specific job qualification or as a summary statement at the end of job announcements. Examples of proactive language include the following:

  • The University of Houston, with one of the most diverse student bodies in the nation, seeks to recruit and retain a diverse community of scholars.
  • We welcome candidates whose experience in teaching, research, or community service has prepared them to contribute to our commitment to diversity and excellence.
  • Individuals with a history of and commitment to mentoring students from underrepresented minorities are encouraged to apply.
  • The department is seeking outstanding candidates with the potential for exceptional research, excellence in teaching, and a clear commitment to enhancing the diversity of the faculty, graduate, and undergraduate student population.
  • A demonstrated commitment to improving access to higher education for disadvantaged students through teaching or mentoring activities is desired.
  • The Department is particularly interested in candidates who have experience working with students from a diverse background and a demonstrated commitment to improving access to higher education for disadvantaged students.
  • Experience in mentoring women and minorities in STEM fields is desired.
  • The University of Houston is an ADVANCE institution, one of a select group of universities in receipt of National Science Foundation funds in support of our commitment to increase the number and success of women faculty in the STEM fields.

Posting the Job Announcement

Circulating ads in traditional scholarly publications remains useful but can result in a relatively homogenous pool of applicants. To enlarge the applicant pool, consider posting ads in a variety of publications and on listservs, job boards, websites, or social media sites of relevant professional organizations, including those aimed specifically at underrepresented minorities and women. This should not only help enlarge the potential pool of applicants, but also help convey the department’s commitment to diversity, equity, and inclusion.

UH faculty jobs are automatically posted on the following websites: UH website, Chronicle of Higher Education, INSIGHT Into Diversity, Texas Workforce Commission, Higher Education Recruitment Consortium (HERC), Indeed and Glassdoor.

Dual-Career Program

Recognizing dual-career partner 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 partner takes a great deal of initiative. Spouses/domestic partners are urged to conduct an active job search, using the dual-career Program.

The dual-career program applies to the spouse/domestic partner 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/domestic partners 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/domestic partners of recruited candidates.

  • We encourage spouses/domestic partners 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/domestic partner 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/domestic partner's qualifications and position
  • Academic positions offers for spouses/domestic partners are only extended if strong support exists in target unit or department.
  • In the case of internal hires, the spouse/domestic partner 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 spouse/domestic partners will be in need of dual career support. Without this disclosure the process cannot be activated.
  • The Office for Faculty Recruitment, Retention, Equity and Diversity reviews the completed form and resume and contacts departments on campus (if both spouses/domestic partners are academics). In the case of a spouse/domestic partner with a non-academic career, we partner with Career Services, UH Downtown, Texas Medical Center Institutions and department contacts to identify suitable position openings.

Partner qualified and 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/domestic partner 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/domestic partner 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/domestic partner hire in a tenure or 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 disseminate spouses/domestic partners’ credentials to partner institutions.
  • This policy only applies during twelve month period after a new faculty member is offered a position.

Staff Positions On-Campus:

  • Spouses/domestic partners seeking 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/domestic partner 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/domestic partner to schedule a consultation session.

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/domestic partner 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/domestic partner to schedule a consultation session.

The University of Houston is a member of the South-Central-Gulf 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/domestic partners 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.