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  7. Composition

Search committee composition

The hiring manager is responsible for appointing a search committee prior to the start of the recruitment process. The search committee should comprise a representative cross-section of individuals to bring diverse perspectives to the team. The size, composition and scope of the committee will vary based on the specific position under recruitment. However, it is required that the search committee consist of at least three (3) members. For executive and senior administrator searches, the committee size may be larger, reflecting the number and diversity of stakeholders affected by the hire. The composition of a search committee is key to a broad and inclusive search and should:

  • Include individuals with different backgrounds, perspectives, and expertise.
  • Include individuals with knowledge of the substantive area and the technical expertise to effectively evaluate candidates’ qualifications.
  • Represent a diverse cross section of the University population, including members with a demonstrated commitment to diversity.
  • Include appropriate stakeholders such as peers of the new hire, supervisors, and those in similar positions. Search committee members can be comprised of VCU faculty and staff,as appropriate for the position. Individuals that are not employed at VCU such as alumni, students, and community partners may serve as representative constituents in the search, but generally should not be considered official members of the search committee. 

Typically, direct reports are not included as members of a search committee.  However, there may be instances when participation from a direct report on a committee adds value and insight about the position, which may not be represented by other committee members.

Search Committees should seek to be diverse and inclusive. However, each committee member must have experience that aligns to the purpose and/or qualifications of the advertised position. Each member must understand the nature and level of work required of the position and how the position will contribute to the department or unit. Additionally, all search committee members must possess the skills necessary for planning committee meetings, evaluating prospective candidates and engaging in professional and civil discourse:

  • The ability to be creative, multitask and negotiate
  • The ability to use Google Calendar or applicable software to schedule meeting and due dates for feedback and evaluation of candidates
  • The ability to conduct professional interviews and recognize skills required of the position
  • The ability to maintain confidentiality when discussing candidates
  • The ability to value and respect contributions of all members of the committee and commit to being in solidarity with other members while achieving consensus in the decision making process.

Once the search committee members agree to serve, and have successfully completed a VCU search committee training, the hiring manager must include a list of committee members during the request to post process. This list should identify the following information of the chair (or co-chairs) and committee members:

  • First Name, Last Name, Degree
  • Working Title (Rank, if applicable)
  • Email Address (@vcu.edu)
  • Date of completion of VCU Search Committee Training

Any changes to the search committee members during the lifecycle of the search must be shared and approved by Human Resources, as applicable. For assistance with search committee member selection, please contact Human Resources.

Diversity and inclusion

Research indicates that a diverse search committee is more likely to yield a diverse and qualified candidate pool. To this aim, all search committee members must demonstrate a commitment to diversity, inclusion, equity and belonging.  

While committee members may perceive candidates differently based on certain demographic characteristics (ie. geographic location, language, religious beliefs), each search committee member must be able to overcome stereotypic preconceptions and implicit assumptions to reduce the impact of bias and inequity in the candidate selection process. To learn more about the ways in which people hold unconscious biases, search committee members can independently take one or more of the Implicit Association Tests provided by Harvard University’s Project Implicit.

Increased diversity among the hiring committee may be achieved by including other types of VCU employees such as graduate students, research staff and faculty members from external, but related departments. This approach may help to balance the available perspectives of many different types of individuals, helping to ensure a more inclusive interview panel. However, it can be helpful for each committee member to have experience that aligns to the purpose and/or qualifications of the advertised position.

The Diversity and Inclusion Toolkit provides guidance and suggestions for conducting fair and equitable searches. It presents ideas that lay the foundation for successfully attracting and recruiting diverse candidates.