Search Roles


The overall responsibility of a Search Committee is to identify and recommend qualified applicants based on the job description.  The Search Committee is charged with the responsibility to provide a fair, equitable, and inclusive search without unlawful discrimination.

These are the roles and responsibilities of each member of the Search Committee. Click a link below to jump to that section of the page:


Hiring Authority

It is the responsibility of the hiring authority to give the committee a charge as to what type of qualifications and skills are needed to fill the open position.  The charge given by leadership is vital to the success of the search committee.

Hiring Authority's general responsibilities:

  • Obtain authorization to begin the search

  • Author the job posting

  • Fund-paid job advertisements

  • Establish a search committee of 5-9 employees, with one person as the Search Chair and a different person as the ODI Representative 

  • Give the search committee charge and detail the skills, qualifications, and job posting

  • Interview finalists

  • Contact finalists references

  • Extend an offer to the selected candidate and complete all Hiring Proposal Instructions



Search Committee Members

It is the responsibility of each search committee member, with the support of the Office of Diversity and Inclusion, to ensure equal access to opportunities without regard to an individual's race, color, national origin, religion, creed, age, disability, sex, gender identity, gender expression, sexual orientation, familial status, pregnancy, predisposing genetic characteristics, military status, domestic violence victim status, or criminal conviction.  

Member's general responsibilities:

  • Complete self-demographic data on the AARP form

  • Contribute recruitment resources to the Search Chair

  • Evaluate all applicant materials

  • Interview all selected candidates

  • Contribute to the interview outcome assessment of candidates



ODI Representative

When a hiring authority appoints a search committee, they must designate one member of the committee as the Office of Diversity and Inclusion Representative hereafter called the ODI Representative.  The ODI Representative has the same duties as a member with additional responsibilities serving as a liaison to the ODI.  The purpose of this role is to have one person on each search committee ensure that the goals of an inclusive search are met, including ensuring the position is widely advertised and the search committee does not unconsciously engage in discriminatory practices. While this person should not be the Search Committee Chair, they do not need to identify as a female or a person of color.

ODI Representative's general responsibilities:

  • Communicate with the ODI throughout the search process, asking for advice and assistance as necessary to ensure a diversified pool of applicants and adherence to all related University policies and NYS laws

  • Assist the Search Committee Chair with the compilation of screening tools, data, and materials

  • Submit all supporting documentation for approval including:

  • Midway through the posting period (i.e., day 15 of a 30-day posting) and before reviewing applications, request from the ODI the applicant pool snapshot to verify the search has yielded a diverse applicant pool or if some additional interventions are needed

  • Ensure that all candidates selected for an interview are asked and receive the same questions from all interviewers

  • Monitor the post-interview discussion and assessment of candidates by the search committee



Search Committee Chair

One member of the Search Committee will serve as Search Committee Chair and assume ultimate responsibility for moving the search process forward. The Search Committee Chair will perform all member duties as well as some additional responsibilities.

Search Committee Chair's general responsibilities:

  • Oversee the entire search process, committee, and meetings

  • Ensure the AARP form is complete, and update as necessary

  • Ensure the position is widely advertised and the search committee does not unconsciously engage in discriminatory practices

  • Facilitate the creation of the search methodology tools including: