Review the applicant pool

Search Committee Role

The search committee should analyze the applicant pool in the Analysis Report located in Recruit, and in particular, should determine:

  1. The size of the applicant pool
  2. The diversity of the applicant pool
  3. How well qualified the applicants are

It is important to review the applicant pool prior to beginning the selection process to determine whether underrepresented applicants are represented in the pool. If underrepresented applicants are not present in the pool at about the rate as their estimated availability in the field, determine whether recruitment and outreach efforts were sufficiently broad. If not, strongly consider reopening the search with expanded, inclusive recruitment efforts.

In assessing the diversity of the applicant pool, the search committee may want to view workforce/availability/underutilization tables that show:

  1. The composition of the department’s ladder-rank faculty by gender and ethnicity (number and percentage)
  2. The department's availability data (i.e., percentages of degrees, by gender and ethnicity, awarded in disciplines relevant to the faculty in the department)
  3. The department's identified areas of underutilization (by gender and ethnicity)

The availability data used to measure the diversity of the existing workforce are also used as benchmarks to measure the diversity of applicant pools. AP On-Line Recruit provides the availability data for that search.

If any of the above raises a concern, the search committee may consider implementing additional outreach efforts to enhance the pool and/or extending the application deadline.

Declaration of Conflict Of Interest

Declaration of Conflict Of Interest

 It is the policy of UC San Diego that its employees shall not engage in any activities that place them in a conflict of interest between their official duties and any other interest or obligation.

 Conflict of interest may  arise when a search committee member has a current or previous personal or working relationship with a candidate;  is related to the candidate, or uses information not directly related to work experience to affect their decision making.  Please note that it is your responsibility as a committee member to notify search chair, recruitment analyst, or department chair of any conflict of interest at any stage during the recruitment process.  At the start of the applicant review process; we advise that you check the list of candidates to ensure that there is/are no conflict(s).

Examples of conflicts of interest could include, but are not limited to the following:

  • Where a committee member is involved in the shortlisting and/or interviewing of a candidate who is a spouse, partner, close friend or other family member.
  • Where a committee member is a supervisor or co-supervisor of (ex: PhD candidates) or has a close working relationship with (ex: Principal Investigator) a candidate who has applied for a job.
  • Where a committee member is a co-author on more than one journal article or publication with a candidate who has applied for a job.
  • Where a search committee member applies for the job s/he is serving as a search committee member for.

Declare your conflict of interest to your designated search committee chair, recruitment analyst, or department chair for resolution.

The Office of Academic Diversity & Equal Opportunity should be made aware of any recruitment where COI may have occurred.