Search Process

Laura Buchs, Director & Title IX Coordinator, Affirmative Action and Equity Office (AAEO), provides guidance on policies, programs and services to achieve affirmative action goals and monitor for EEO compliance in search processes.  Any complaints of discrimination or harassment under the Discrimination and Discriminatory Harassment Policy, to include allegations of discrimination in search processes and/or hiring, are adjudicated by the AAEO. The AAEO Director also responds to external complaints of alleged hiring discrimination filed against UNH with state and/or federal agencies. 

In keeping with her responsibilities, the AAEO Director assumes an important role in the UNH hiring by reviewing the search process for any potential concerns of bias and/or discrimination and documenting search process and hiring decisions supported by specific job criteria at every stage. That means the following in regard to your search:

  • Faculty Search Committee members are required to have attended Gear Up training within the last two years before the committee begins reviewing applications for the position.  Please email the names and USNH Usernames (or names and email addresses if they are not part of UNH) of the search committee members who need to complete Gear Up training to Kate Siler for registration.  Please forward Gear Up certificates of completion for all search committee members to Pamela Hayes.  Additional Gear Up Resources are available here.
  • Prior to conducting interviews with your selected semi-finalists and/or finalists, the AAEO Director must review the EEO report for the candidate pool and give approval to proceed with interviews.

Semi-Finalist Interviews

Semi-finalists are defined as applicants who have been chosen for phone, electronic (Zoom), or airport interviews from whom finalists will be selected. If you are going to be interviewing semi-finalists, once you have made your selection and the dean/unit administrator has approved the selection, contact Laura Buchs, AAEO Director, via email (also send a copy to Pamela Hayes) and provide the information needed for the Affirmative Action review.

  • Please mark the status of each applicant in the search process (semi-finalist, hold/alternate, reject)
  • Provide rationales that support each status, giving particular attention to minority and female applicants. You must provide a rationale for why each applicant is selected as a semi-finalist, selected as a secondary/hold/alternate candidate, or rejected. Rationales should speak directly to the job criteria.
  • Avoid using vague terms such as “good fit” or “not a good fit,” as these terms do not provide any specific information related to the job criteria and can appear biased.
  • If you have semi-finalists withdraw from your search and you want to move any candidates from a secondary tier/hold/alternate position, you must present this candidate to the AAEO Director for approval as a semi-finalist prior to conducting an interview. Please provide the rationale as to why this particular applicant is being selected to move forward (particularly if you identified multiple applicants to keep in a secondary/hold/alternate pool). 

The AAEO Director will review the EEO Report for the applicant pool, the semi-finalists selected, and the rationales provided about decisions for each applicant. If AAEO Director needs additional information, she will respond to your email. Please allow up to 5 business days for review of your request.

Finalist Interviews

(Finalists are defined as applicants who have been selected for campus interviews from whom the final candidate selected for hire will be chosen.) Once you have selected your finalists, and after the Dean/Unit Administrator has approved the selection, contact Laura Buchs, AAEO Director, via email (copy Pamela Hayes) and provide the rationales for your decisions at this stage of the process. 

If you interviewed semi-finalists from which your finalists were selected, please provide rationales for why the finalists were selected and why other semi-finalists are not moving forward in the search process.

The AAEO Director will review the EEO Report, the finalists selected, and the rationales provided about decisions for each finalist. If AAEO Director needs additional information, she will respond to your email. Please allow up to 5 business days for review of your request.

Hire

(Final candidate selected to extend an offer) Prior to extending an offer to the candidate selected for hire, approval from the Dean/Unit Administrator and Laura Buch, AAEO Director, are required. After the Dean/Unit Administrator has approved the selection, contact Laura Buchs, AAEO Director, via email (copy Pamela Hayes) and provide the rationales for your decisions at this stage of the process to extend an offer to hire.

If you interviewed finalists from which the final candidate was selected, please provide rationales for why the finalists were not selected for hire.

Part II Decision

When the candidate selected for hire has signed/returned the offer letter and the background check cleared, complete the UNH Hiring Selection Form Part II Decision (Excel Version). Have the form signed by the appropriate hiring official (division administrator, dean or provost) and forward it to Laura Buchs for her approval. The approved form will close out the search with the Affirmative Action & Equity Office.