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The purpose of this step is to fosterÌýclear and considerate communication between the unit and all candidates upon conclusion of the search.

Although the unit may be hiring only one faculty member, it is important that the faculty-search process is conducted such that itÌýpromotes future professional relationships with all applicants and ensures that candidates finish the application, interview, and site-visitÌýprocesses with a positive perception of the unit.ÌýWhile an applicantÌýmay not be selected for this job, that personÌýmay be a strongÌýcandidate for anotherÌýposition. Further, candidates often share theirÌýjob-search experiences with their colleagues. Depending on theÌýnature of the experience, candidates may or may not recommend that people in their professional networks apply forÌýfutureÌýfaculty positions inÌýthe unit.

For strategies that will help bring the faculty search to an inclusive and equitable conclusion, see , located inÌý²ÊÃñ±¦µä's Faculty Search Process Manual.

Finalizing the Search:

• The unit should communicate often and notify candidates as early as possibleÌýin the selection process.
• All search records outside of Avature (if notes and outside scoring spreadsheets are used) must be maintained by the department for three years.
• For affirmative action compliance purposes, all candidates must be dispositioned properly in Avature. The search chair or faculty liaison can work with HR on this process.
• The maintenance of accurate search records and the proper dispositioning of applicants areÌýalso important in the event that an international applicant is selected, as these records may later be submitted as part of the visa or green-card application process.

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