Faculty Hiring

The Strategic Hiring Initiative for Faculty Talent (SHIFT) was designed to identify and recruit broad, qualified applicant pools of extraordinary scholars who are leaders in their respective fields. Deans, department chairs and search committee members work in partnership with the Office of Faculty Affairs and other key stakeholders in adherence to this framework to ensure a thorough, fair and consistent faculty search process.

The framework consists of four distinct phases — each of which includes a series of core requirements (must-do action steps) and optimal practices (aspirational action steps) — followed by a fifth phase focused on preboarding and onboarding. Multiple resources including templates, toolkits, guidance documents and trainings are available to support stakeholders throughout the process.

For more information about SHIFT or questions, contact SHIFT@osu.edu.

Phase 1

Search Preparation and Proactive Recruitment

Phase 1 is the first stage of the faculty search process. Key action items in Phase 1 are related to forming committees, training requirements for search committee members and stakeholders involved in the search process, as well as approaches to advertising and outreach. This phase also includes best practices to elevate the work, creating a strategic search process in an effort to develop broad, qualified talent pools to ensure alignment with Equal Employment Opportunity (EEO) requirements and advance the eminence of the institution. The goal is to proactively plan for the faculty search, including establishing timeline and conducting the charge meeting.

Phase 2

Initiate Search and Initial Applicant Evaluation

Phase 2 focuses on implementing the search strategy developed in Phase 1 and conducting the applicant review and evaluation, which is a critical component of the search process. As an Equal Opportunity Employer, each applicant must be reviewed and evaluated in a fair and consistent way. The goal is to narrow the applicant pool from all applicants to those selected to participate in the interview process based on outcomes of the applicant review and evaluation.

Phase 3

Candidate Interviews and Evaluations

Phase 3 outlines the steps for facilitating an effective interview process for both virtual and on-campus interviews, requesting reference letters, and collecting feedback from all unit stakeholders that interacted with candidates during the interviews. The goal is to plan and execute a successful interview process that meets unit timeline expectations, provides an excellent candidate experience for all involved and ensures fair and consistent evaluation.

Phase 4

Extend Offer

Phase 4 provides guidance and resources related to effectively selecting the most qualified candidate(s) for the position(s) and successfully negotiating to result in an accepted offer. The primary duties during this phase are collaboratively managed by the Hiring Manager, Unit Leadership and Unit Human Resources with minimal tasks assigned to the Search Committee Chair and Committee

Phase 5

Preboard and Onboard

Phase 5 offers resources to help prepare and support new faculty as they transition to Ohio State. The responsible roles in this phase include deans and unit leadership, the TIU head and chair, and OAA Faculty Affairs. Human Resources Partners will provide support throughout this process. The goal is to create a seamless transition for incoming faculty and their partners/families, if applicable.

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