As you narrow your search to a short list of candidates, consider these steps:

1. Create shortlists

Create separate shortlists for teaching, research, and mentoring, and cross-reference your top candidates from these lists to generate a final shortlist. This undermines the “halo effect,” in which a high rating in one area leads to an unsubstantiated overall positive impression of a candidate.

2. Create medium lists

Create a medium list to see where your committee is going. If no women or minoritized applicants are on this list, consider expanding your search or reviewing your selection process.

3. Review top women and minoritized applicants

Review the top women and minoritized applicants on your shortlist. Research indicates that women and minorities receive harsher evaluations while white male applicants tend to be overestimated. Should your shortlist be revised?

Deans/Department Chairs/Program Directors should evaluate the shortlist to ensure it is diverse before the interview begins. The search committee should determine how candidate interviews of short-listed candidates will be performed, and, given the costs associated with conference travel, we recommend virtual interviews to ensure equity. The Dean’s office covers recruitment costs. Contact your dean’s office/business manager when seeking approval for campus interview expenses.