ABSTRACT
Human Resources prefers to receive applications for all positions so they can track statistics institutionwide. Some search committees choose to have the applications sent directly to the chair or to a designated person such as an administrative assistant. Each committee member should first read every applicant's resume and cover letter, without consulting others on the committee. Traditionally underrepresented groups are often eliminated in the initial screening process. Using an initial screening form that contains both numerical weightings and qualitative comments on evidence enables us to clarify and codify our perceptions of each applicant. Search committees need to be mindful of recent legal scrutiny of programs recruiting only for faculty from traditionally underrepresented groups.
