Despite the continuing mainstreaming of online education, there are a number of myths that continue to persist, particularly in terms of the hiring practices for online instructors, and whether institutions make a sufficient effort to integrate remote instructors into the campus culture.
There are many reasons for wishing to increase the diversity of your faculty. They include improving recruitment and retention, raising student engagement, increasing innovation, building stronger communities and helping to prepare tomorrow’s leaders and citizens.
The stakes are high when hiring a new faculty member who can teach, publish, and serve your institution. Since most vitae make the candidates sound wonderful, is there a way to ensure that the strongest candidates get hired? Long used in the business world, behavior-based interviewing (BBI) aids in the selection of new faculty who can perform their tasks.
Any process that involves the hiring of a new member of the faculty or staff has to be taken very seriously. Yet when a search involves an incumbent (i.e., someone who currently occupies the position for which you are searching and who will be replaced by the person you hire) or an internal candidate (i.e., an applicant who is already employed by the institution, but in a different capacity), the complexity of the process increases exponentially. For this reason, there are several guidelines that should always be followed.
Finding the right candidate for a faculty position is a critical decision, and selecting the right person can involve a complex search for the perfect combination of qualifications and experiences. Adding to the complexity of the process are the legal and policy issues that institutions must address to ensure a fair screening process.