Menu:
The Academic Job Search: The Search Committee and You
by L. Nedra Peterson
Many academic institutions use a committee to facilitate the search to fill an open position. This committee may be called a "search committee," "hiring committee," "screening committee," or "selection committee."
What is a Search Committee?
The role of the search committee is to oversee the process related to the recruitment and evaluation of applicants. Most committees serve in an advisory capacity, with the final selection decision left to an administrator such as the Library Director or Dean of Libraries. The committee will often compose the position announcement, schedule screening and interview dates, coordinate interview logistics, conduct interviews, contact references, and develop an instrument for candidate evaluation based on the position to be filled. The committee is commonly made up of three, five, or seven members, depending on the size of the institution. Members of the committee may be appointed or elected, and a committee is usually formed only when there is a need to fill a position.
Deciphering the position announcement
Before beginning the application process, it is important to understand the terminology of position announcements. Look for terms such as "required" or "preferred" qualifications, "EOE/AA Employer", and "review of application begins..." -- these are elements the search committee will be using to evaluate your application.
"Required" qualifications are absolute. You must meet these requirements in order to be considered for the position. Particularly at institutions adhering to affirmative action, equal opportunity regulations, candidates who do not meet the minimum requirements will not be hired. A clue to the institution's intention is often found in a statement near the end of the posting, such as "Acme University is an Equal Opportunity, Affirmative Action Employer", or simply "EOE/AA/ADA". If no suitable candidate possesses the required qualifications, the search must be re-opened and re-advertised, perhaps with a revision of the required elements.
Identifying whether one meets the required qualities is sometimes difficult. Some elements seem straightforward, others appear to be subjective. For example, "ALA-accredited MLS" seems self-evident, but the gray area is whether the degree must be awarded at the time of application, or will have been achieved at the time of hire.
Consider the nuances of the following:
- Two years of experience: Implies that paraprofessional library
experience might be acceptable. Also implies that non-library
experience might be considered, especially in the area of
supervisory skills.
- Two years of related experience: Usually means library
experience, or subject-related experience.
- Two years of professional experience: Experience must have been gained after the MLS degree was awarded. This is not an entry-level position.
The bottom line here is clear: If you know that you do not possess the minimum requirements, it will be a waste of time and postage to send an application to an institution which identifies itself as an EOE/AA employer. Your application will be removed from consideration in the first screening and set aside in the "does not meet required qualifications" pile.
"Preferred qualifications" are negotiable. These are elements that the institution would like in order to fill an existing gap, but could work around for the right candidate. This presents an opportunity for you to demonstrate skills and knowledge that are related, but not exactly as suggested. For example, if you do not possess the preferred additional Masters in History, your cover letter or resume should illustrate experience such as "12 graduate- level credits in History" or "Research assistant to Professor Brown, Assistant Professor of History, Acme University". For a webmaster position, you should provide any experience you have, such as creating and maintaining a web site for a commercial venture, school project, or hobby organization. Instructional experience may have been attained in a volunteer environment such as Red Cross CPR Trainer, Sunday School teacher, or math tutor. Search committees look for anything that gives one candidate an edge over another.
What is the deadline for application?
Search committees have set a date to meet and discuss applicants. If your application materials are not received by that date, you are at a disadvantage. The terminology in the position announcement varies, each with its own specific meaning. Some variations:
- "Applications received by (date) will receive full
consideration." In this case, the committee will begin discussion
as soon as possible after the date, but applications received after
that date may still be considered.
- "Closing date (date)" or "Applications must be received by 5
p.m. on (date)." All application materials must be received by that
date and time. The committee will not consider late applications.
- "Applications must be postmarked by (date)." A bit more flexible as far as the receipt date, but the postmark detail is firm.
Some institutions will accept materials by fax or e-mail, others will not. If you're up against the deadline, call and ask.
About the cover letter
The cover letter must be tailored to the particular position advertised. Search committees know that applicants are most likely applying at more than one place, but still want to believe that their institution is the most desirable choice. So read, and then re-read your cover letter. Double-check the syntax in the sentences you have altered from a template, the name (and spelling!) of the institution, and the position being applied for. Inattention to detail is a negative -- especially for a librarian!
In the body of the cover letter, spell out for the reader how your skills match the position advertised, and highlight the elements of special interest to you. Traditional wisdom has dictated that the cover letter should be a single page, and it is rumored that it will be read only once superficially, but this is not necessarily true. The search committee wants enough job-related data to distinguish between candidates. If that means the cover letter runs over into a second page, ok. Don't overly concern yourself with changing fonts or margins, and eliminating words. But do remain concise and to the point. The cover letter may indeed be read several times, particularly if it contains substantive information.
In preparing your application materials, keep in mind the role the search committee will play. Structuring your cover letter and resume so the committee can easily identify that you meet the required qualifications, and demonstrating how your interest and experience may match the preferred qualifications, will ensure that you are fairly considered for the position.
L. Nedra Peterson is the Head of Access Services at Penfield Library, State University of New York at Oswego. A veteran of several search committees, she has a special interest in library recruitment and selection processes.