Evaluation methods will be utilized as part of the hiring process. All criteria must be job related. It is required that hiring authorities records include the "decision points" of the recruitment: identified criteria and the candidates who did not meet them.
Relation of the job requirements to the evaluation criteria is vital. When equivalencies are agreed upon by the hiring authorities, they should be applied consistently and fairly to all candidates. Candidates who are approximately equal should be treated similarly, and strict adherence to precise years-and-months criteria is not recommended.
Hiring authorities that compare candidates with criteria, without setting an arbitrary number of candidates for passing that round, are in a posture least vulnerable to discrimination complaints. "Selecting the best 20" is an example of a strongly discouraged criterion.
The matrix systems for faculty and staff found in is used to rate applicants. Remember that the criteria that the hiring authorities design to evaluate candidates must be objective and consistently applied. Please contact the Office of Human Resources recruitment team for questions regarding the Faculty and Staff Hiring Process.