When scheduling the on-campus interviews, the search chair asks each candidate, “If you are offered a position at Georgia Southern, will you be eligible to work in the U.S. or should I advise the Office of Legal Affairs to prepare to petition the U.S.C.I.S. for an employment-based visa on your behalf?” For any candidate who indicates that he or she will require an employment-based visa, the search chair automatically schedules 15 minutes with the Office of Legal Affairs on that candidate’s interview itinerary.

When scheduling the on-campus interviews, the search chair only asks those candidates whose names sound foreign or who the search chair thinks might be foreign nationals, “If you are offered a position at Georgia Southern, will you be eligible to work in the U.S. or should I advise the Office of Legal Affairs to prepare to petition the U.S.C.I.S. for an employment-based visa on your behalf?” For any candidate who indicates that he or she will require an employment-based visa, the search chair automatically schedules 15 minutes with the Office of Legal Affairs on that candidate’s interview itinerary.

When scheduling the on-campus interviews, the search chair neglects to ask any of the candidates, “If you are offered a position at Georgia Southern, will you be eligible to work in the U.S. or should I advise the Office of Legal Affairs to prepare to petition the U.S.C.I.S. for an employment-based visa on your behalf?”

Before the candidates arrive on campus for the interviews, the search chair reviews with the search committee, and any other people who may be involved in the interviews, appropriate questions that may be asked of candidates and inappropriate questions that should be avoided.

Before the candidates arrive on campus for the interviews, the search chair reviews with the search committee, appropriate questions that may be asked of candidates and inappropriate questions that should be avoided, but neglects to address this issue with other individuals who may be involved in the interviews.

The search chair does not have any discussions with the search committee, or any other individuals involved in the interviews, about appropriate or inappropriate interview questions.

The department chair or the search chair meets the candidate at the Savannah airport.

A member of the search committee or a faculty member in the department meets the candidate at the Savannah airport.

The search chair informs the candidate who is flying into the Savannah airport that they will need find their own transportation to Statesboro.

The search chair arranges for each interviewee to teach a class while they are on campus. After the class is concluded, the search chair collects feedback from the students in the class on the candidate’s teaching ability.

The search chair arranges for each interviewee to present a teaching colloquium to departmental faculty and students, but no formal feedback is collected.

The search chair arranges for each interviewee to present a research colloquium, expecting the search committee to judge the candidate’s teaching ability based upon that presentation.

If the position is an administrative hire, the search chair schedules a question and answer forum, inviting the Georgia Southern community and soliciting feedback from attendees on the individual’s administrative aptitude for leadership.

If the position is an administrative hire, the search chair schedules a question and answer forum and announces the date and time of the forum, but does not solicit any feedback from attendees.

Even though the position is an administrative hire, the search chair does not schedule a forum to assess the candidate’s administrative aptitude for leadership.

When the tenure track position is announced, the department chair meets with any temporary internal candidates who may be likely to apply and reviews with them the procedures governing searches for internal candidates.

The search chair identifies any internal candidates who applied for the position and asks the department chair to meet with those people to inform them that they are precluded from participating in any colloquia or interview activities of any of the other candidates for this search (even if the internal candidate later withdraws from the search).

The search chair identifies any internal candidates who applied for the position, but neglects to ask the department chair to have a conversation with those people, informing them that they are precluded from participating in any colloquia or interview activities of any of the other candidates for this search (even if the internal candidate later withdraws from the search).

The search chair schedules each candidate to meet with the department chair while on campus. The department chair uses this time to discuss any unusual teaching expectations with the candidate (e.g., teaching videoconferencing courses, online courses, evening and/or weekend classes, teaching at off-campus sites) and/or new directions of the department.

The search chair schedules each candidate to meet with the department chair while on campus, but the department chair neglects to mention unusual teaching expectations or new directions for the department.

The search chair forgets to schedule the candidate to meet with the department chair.

After the interviews are completed, the search chair collects feedback from all people involved in the interviews and shares this feedback with the search committee.

After the interviews are completed, the search chair collects feedback from some of the people involved in the interviews, but misses some people or groups. The information is shared with the search committee.

After the interviews are completed, the search chair neglects to collect any feedback from people involved in the interviews or fails to share what is collected with the search committee.

Return to Search Procedures.