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With the system we have for applications, we ask the same basic questions for every role at the college - I will suggest hiring managers create a supplemental sheet to attach to the application. I have added following up with references to our faculty hiring procedures (should be done anyway, but often isnt). I have also added an optional question to clarify information from resume/cover letter to the round one interview question template. Added details on the teaching prompt instructions to include the amount of time, topic, course level and available resources. Will build Realistic Job Preview into hiring procedures… >>>

I learned about 10% for marketing and the importance of an annual budget for sustained growth, avoiding unforeseen events.

This reading shows me that as the school grows in number of students, and as online education gains strength, it is important to frequently review the need to make some changes or updates, we must understand that the physical space and the positions additional help students improve their performance

I am now working on publishing an Alumni newsletter for our campus. This is not something we have ever done in the past. It would be a good adjunct recruiting tool, especially in health sciences and industrial technology. 

Does anyone else feel like a business or human resource person wrote this, rather than someone who actually works in academia? I feel like with a lot of the information, I am having to either think of ways to alter it to make it actually work for hiring faculty or take only part of it because the rest just does not apply. Maybe I'm missing something. 

Student services are a high-priority element of student success and long-term outcomes, and the student services team plays an integral role in student and school development.
The good results of these initiatives can be used to improve the image of the institution among future students.

Short, medium and long term planning are very important to complete the planned objectives. Without this planning it would also be very difficult to get started.

Many of our programs have only one full time faculty member. I plan on suggesting that deans and chairs perform some of these incumbent interviews and observations before there is a need to hire. If we  make the list of KSAOs for various roles now, especially those with smaller faculty pools, it will save time and headache later. 

Finding the right person to join your team also involves collaborating with the recruiter because they may not always know the important things that faculty are looking for in a potential colleague.

Hiring the right people to teach in online courses involves a lot of thought and preparation. The online envinronment is unique and requires a skill set that may not be present in all industry experts. However, these industry experts can provide valuable information to students and to the school. Ensuring that all state, accreditation and school policies is a good first step but, beyond these, there are many other considerations for hiring online faculty to teach within any particular industry. 

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