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Search Committee Roles and Responsibilities

The hiring decision-maker is responsible for making the offer to the successful candidate.

Hiring decision-makers are dissuaded from serving on the search committees of positions for which they will make the hiring determination.  The rationale behind the rule is as follows.

The hiring decision-maker has the ability to influence the search outcome by doing the following:

  • Create/influence the job description
  • Select the search committee chair
  • Select the committee members
  • Speak with the chair and/or committee about the role and desired applicant qualifications
  • Submit sample questions to the chair to be posed to the applicants during initial screening
  • Submit an exercise/written questions etc. to the chair to be completed by the applicants/candidates during a particular stage of the interview process
  • Meet each primary candidate during the “on-campus” interview
  • Determine from the committee’s list of acceptable and unacceptable candidates who you’d like to make an offer of employment
  • Check the references of the candidate particularly the current immediate supervisor before offering an employment opportunity
  • Make the job offer in coordination with Human Resources

The search committee chair provides leadership to the Search Committee and sets the tone and pace of the search. This person supports the committee in conducting a search that is fair and equitable in accordance with the University policies and procedures.

Responsibilities/tasks may include, but are not limited to:

  • Serves as a liaison between the hiring decision-maker, Search Committee, and applicants
  • Provides timely communications with all committee members and applicants
  • Works with all stakeholders to develop an advertisement designed to attract a broad and diverse applicant pool
  • Aligns the evaluation tool with the requirements and responsibilities of the position
  • Alongside the hiring decision-maker, explains and carries out the committee charge
  • Schedules and chairs meetings; gives reasonable notice of time and place
  • Maintains an equitable and fair search that allows each eligible applicant to receive full consideration
  • Provides a comprehensive assessment of the strengths and weaknesses of the finalists to OED
  • May serve as host/moderator for finalists’ presentations
  • May solicit questions from the campus community for finalists’ presentations

The search committee members systematically review applications as well as identify, evaluate and recommend the successful candidate for employment. Responsibilities/tasks include, but may not be limited to:

  • Strives to ensure that the search is conducted in accordance with the University policy and procedures and that the search process is fair, equitable, and inclusive
  • Attends search committee meetings
  • Works with all stakeholders to develop an advertisement designed to attract a broad and diverse applicant pool
  • Assists in the development of interview questions that align with the job description
  • Reviews and evaluates application materials fairly and equitably
  • Screens applicants by adhering to the evaluation criteria reached by committee consensus
  • Participates in the interview process
  • Provides comprehensive assessment of the strengths and weaknesses of the finalists
  • Recommends the finalists to the Search Chair

A Recruitment Business Partner is a critical role in the HR department of an organization. Their primary focus is on managing and overseeing the recruitment and hiring process for the University of Tennessee.