Search6 Results

Minnesota State University, Mankato requires all hiring units to actively recruit diverse and underrepresented applicants through strong outreach, national advertising, and strategic networking to build broad, qualified candidate pools, while Human Resources supports this by posting positions across major job boards and diversity-focused sites.

This article explains the legal and practical importance of maintaining strict confidentiality during the search process, detailing who may access applicant information, what data becomes public for finalists, and the responsibilities of Search Committee members and chairs in protecting candidate privacy.

This guidance explains the process of “prior consideration” under the IFO Agreement, which requires universities to review current fixed‑term or non‑tenure‑track faculty first when their existing position is converted to a probationary appointment.

This article outlines key requirements and expectations for Search Committees, including required training, diverse and representative membership, active participation in recruitment and evaluation, conflict‑of‑interest guidelines, and the importance of maintaining a timely meeting schedule.

This article explains how to create accurate, inclusive, and well‑crafted job postings that reflect institutional values, clearly outline responsibilities and qualifications, and effectively attract diverse, well‑qualified applicants.

This article explains the purpose and proper use of screening forms throughout the search process, emphasizing job‑related criteria, qualitative evaluation, bias awareness, and documentation requirements to ensure fair, consistent, and compliant hiring decisions.