Evaluation of Applicants for Employment in Higher Education [electronic resource] : A Search Committee's Screening and Selection Criteria / Mary R. Sudzina.
A study was done which examined one college search committee's criteria for an entry level faculty position and the characteristics of applicants to that position. The position, assistant professor of education, was advertized in the "Chronicle of Higher Education" and included nine c...
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| Format: | Electronic eBook |
| Language: | English |
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[S.l.] :
Distributed by ERIC Clearinghouse,
1991.
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MARC
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| 100 | 1 | |a Sudzina, Mary R. | |
| 245 | 1 | 0 | |a Evaluation of Applicants for Employment in Higher Education |h [electronic resource] : |b A Search Committee's Screening and Selection Criteria / |c Mary R. Sudzina. |
| 260 | |a [S.l.] : |b Distributed by ERIC Clearinghouse, |c 1991. | ||
| 300 | |a 18 p. | ||
| 500 | |a ERIC Document Number: ED350969. | ||
| 500 | |a ERIC Note: Paper presented at the Annual Meeting of the Mid-Western Educational Research Association (Chicago, IL, 1991). |5 ericd. | ||
| 520 | |a A study was done which examined one college search committee's criteria for an entry level faculty position and the characteristics of applicants to that position. The position, assistant professor of education, was advertized in the "Chronicle of Higher Education" and included nine criteria. Of the 41 applicants only one-third presented credentials in content and format that encouraged serious search committee consideration. Lack of documented expertise in the advertised area of specialization eliminated over half of the applicants from further scrutiny. Additionally, applicants that met less than half of the advertised criteria were also eliminated from the candidate pool. After this initial screening, applicants' potential for prestige (published research) and previous experience in graduate and undergraduate teaching weighed heavily in selecting candidates to be interviewed. The three candidates selected for interviews marketed themselves well: qualifications for the position were specifically and clearly articulated in the cover letter, vitae, and personalized letters of recommendation. Included are recommendations gleaned from the study including suggesting that candidates apply for positions in which they meet at least half of the criteria requested, demonstrate expertise in the area of concentration, provide good cover letters and recommendations, and offer a professional presentation of credentials. Seventeen references are included. (JB) | ||
| 650 | 1 | 7 | |a College Faculty. |2 ericd. |
| 650 | 0 | 7 | |a Employment Qualifications. |2 ericd. |
| 650 | 1 | 7 | |a Higher Education. |2 ericd. |
| 650 | 1 | 7 | |a Job Applicants. |2 ericd. |
| 650 | 1 | 7 | |a Job Application. |2 ericd. |
| 650 | 0 | 7 | |a Job Search Methods. |2 ericd. |
| 650 | 0 | 7 | |a Occupational Information. |2 ericd. |
| 650 | 0 | 7 | |a Resumes (Personal) |2 ericd. |
| 650 | 1 | 7 | |a Search Committees (Personnel) |2 ericd. |
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