Search Committee Questions

Key Messages and Questions for Search Committees in Student Affairs:

(As identified by the Multicultural Organizational Development Workgroup)

·      “Is the applicant able to convey a message about his/her interest in and qualifications for the job (regardless of a typo and/or grammatical error)?”  Rationale: the dominant culture hiring paradigm has strict standards about formal process, cover letters, resumes, etc.  Under-represented groups might be from a different cultural communication tradition (i.e., oral-tradition, assertiveness about achievements seen as boasting, etc) and might shine more in a phone or in-person interview.  In considering this question we can be sure we are not losing worthy applicants, based on our hiring paradigm. (We are not advocating for sloppiness or that unqualified people be part of the search process).

·      What about the applicant makes you uncomfortable and why? Rationale: helps to identify what biases may be present and therefore impacting the decision-making.

·      What are the values guiding your decisions? Rationale: clarifies the thinking behind the decision-making.

·      Monoculturalism vs multiculturalism—through which lens are you making decisions? Rationale: The monocultural lens is the default lens that represents the dominant culture's worldview, values, standards (used to judge), and potential biases (e.g., values individualism over collectivism, or assumes that the same treatment is equal treatment and meritocracy as an American value exists in a vacuum, but this minimizes discrimination that may be occurring for others by denying differences).  A multicultural perspective enables us to treat others in a more respectable way that is more accurate and considers the historical/experiential context, as well as acknowledge power differences, value differences and diversity, and create stronger communities that are inclusive. the dominant culture hiring paradigm typically uses the monocultural lens and the values that are inherent in that perspective. Using the monocultural lens often excludes qualified, nontraditional candidates. Paying attention to the lens through which decisions are made intentionally broadens the opportunity to allow those who have been historically excluded to be included.

Other suggestions:

·      Use carefully thought-out supplemental questions. Rationale: provides additional information about the applicant; assists in determining who to move forward in the search process. One that the Vice Provost for Student Affairs’ office uses is: “How have you demonstrated a commitment to diversity (in your personal or professional life)?”

·      Look at the value of experiences—not just degrees or schools attended. Rationale: allows for the consideration of experience as a qualification for the job; potentially broadens the pool.

·      Clarify and empower the role of DAHRT-trained staff (Diversity Action Hiring and Retention Team). Rationale: give voice and permission to the DAHRT-trained staff to take the lead in encouraging the search committee’s discussion of the issues impacting committee’s decisions.

·      Search chair must be DAHRT-trained; see http://www.pdx.edu/diversity/diversity-action-hiring-and-retention-team-dahrt. Rationale: as the automatic “lead” of the committee, search members will look to this position for guidance. Resources and expectations developed by the MCOD workgroup (in addition to those available through HR and ODE) will equip the search chair to be more effective.

·      Offer additional, complementary training for search chairs in Student Affairs which will include MCOD Workgroup hiring recommendations.  Rationale: this “DAHRT Plus” training will include the resources and expectations developed by the MCOD workgroup (in addition to those available through HR and ODE). This training will equip the search chair to be more effective and assure that Student Affairs and MCOD Workgroup values regarding hiring multiculturally competent candidates are carried out.