Candidate Selection Toolkit for Hiring Authorities and Search Chair

This toolkit is designed to guide hiring authorities and search chairs in selecting the most qualified candidate for a position at VCU. Please utilize this resource to make informed decisions based on comprehensive feedback and a structured evaluation process.

Evaluation Reminders

• Stakeholder Feedback:

• Method of Feedback Collection:
  Stakeholder feedback can be obtained through the use of surveys or Google Forms. Please be aware that VCU Health email addresses may have restrictions with Google Docs.
• Authorized Individuals:
  Feedback should only be solicited from authorized individuals within the VCU community (those with valid system credentials) and any external individuals who have been authorized by the hiring authority.
• No Ranking of Candidates:
  Feedback should focus on qualitative assessments rather than ranking the candidates. This ensures a fair and thorough evaluation of each candidate’s strengths and fit for the position.
  
  

• Search Committee Role:

• The search committee's primary function concludes after recommending the finalists to the hiring authority.
• Committee members who participate in on-campus interviews may provide individual feedback, but they are not typically tasked with providing collective feedback following the interviews.

Evaluation Process

• Feedback Form Distribution:

• All stakeholders involved in the interview process should receive a link to the appropriate feedback form and access to any relevant video presentations of open forum sessions.
  
  

• Feedback Collection:

• The search chair typically collects all feedback and submits it to the hiring manager.
• Hiring Manager's Role:
  The hiring manager is responsible for overseeing the final evaluation process and collection of feedback. Feedback results are confidential, and it is common for only the hiring manager to review the aggregated feedback. In some cases, the search chair may also be involved in reviewing the feedback.
• Confidentiality:
  The feedback should remain confidential, and generally, the search committee does not have access to the feedback results.
  
  

• Flexibility at the End of the Search:

• After the finalist interviews, the search committee should remain flexible.
• Depending on the hiring manager’s preferences, the committee may or may not be asked to reconvene.

• If reconvened, the committee may be asked to:

• Provide individual written feedback on their interview experiences with candidates via an online feedback form.

• • • Submit a summary of each candidate’s strengths and weaknesses to the search chair or executive search team, who will aggregate and share this feedback with the hiring authority.