Additional applicants (rolling shortlist)
Question
On Jan 11, 2022, at 4:21 PM, Macey, Paul <PMacey@sonnet.ucla.edu> wrote:
Another question – is there a 31 day wait after the last interview before the next interviews from the updated shortlist?
Paul M. Macey
Professor
UCLA School of Nursing
424-234-3244
Answer
From: Marilyn Salinger <salinger@gseis.ucla.edu>
Sent: Tuesday, January 11, 2022 4:39 PM
To: Macey, Paul <PMacey@sonnet.ucla.edu>
Subject: Re: another quick question
According to the policy, an additional shortlist must contain at least three new candidates OR be made at least one month after the preceding shortlist was approved. The original shortlist for JPF06667 was approved on November 12. See below.
How will it be decided whether any of the first five interviewees will be put forward for a faculty vote on appointment? And when might that happen?
Rolling Shortlist
A “rolling shortlist” refers to the practice of successively inviting (often) small groups of candidates for full faculty visits until the department has identified a candidate to whom it will extend an offer. This practice makes it extremely difficult to hold a department accountable for generating a fully inclusive shortlist, because that list is constantly changing. Nevertheless, we recognize that rolling shortlists may be necessary.
Although we continue to study the problem, for now, the Office will accept a rolling shortlist under the following conditions: the requested rolling shortlist must (a) contain at least 3 new candidates or (b) be made at least one month after the preceding rolling shortlist was approved.
Departments that utilize rolling shortlists must maintain in UC Recruit a comprehensive list of all candidates who have completed a full faculty visit. Following each full faculty visit, that candidate’s disposition in UC Recruit should be updated from “recommend for interview” to “interviewed.”
Again, if the shortlist pool looks dramatically different from the applicant pool, the OVC-EDI may ask for more context, information, and explanation. The approach here will be to insist on a “hard look” to make sure that talent wasn’t inadvertently overlooked.
Question
On Jan 11, 2022, at 10:14 AM, Macey, Paul <PMacey@sonnet.ucla.edu> wrote:
Great, thanks, very helpful.
What about this scenario:
We hire a candidate from the shortlist
We want a candidate in the pool who was not on the shortlist
Is this what we would do?
Dean asks EVF for approval
We submit a new shortlist adding the people not yet interviewed
We do the additional interviews, hire as normal
Paul M. Macey
Answer
From: Marilyn Salinger <salinger@gseis.ucla.edu>
Sent: Tuesday, January 11, 2022 11:01 AM
To: Macey, Paul <PMacey@sonnet.ucla.edu>
Subject: Re: another quick question
If there is a candidate (or candidates) in the pool who you want to interview, I would go ahead and add to shortlist, submit that for approval, and then interview. You may find someone you like more than others already interviewed. However, if you think that’s unlikely, or if you think the faculty are experiencing “interview fatigue” then you might not want to do that just yet. The actual hiring of a candidate already interviewed will likely take some time and they could decline an offer. And in the meantime, the Dean could ask for approval to hire more than one from the pool.
… . But the Dean should inquire about the possibility of hiring more than one candidate from this pool ASAP.