Up until a few months ago, I had never had the experience of serving on a University of Mississippi search committee of any kind. I’d served on other campus committees (i.e., United Way, Black History Month and Disaster Resistant University), but\u00a0 no one had ever asked me to serve on a search committee. Never mind that most everyone else in my office (or on campus, for that matter) seemed to have had at least one search committee member experience (or at least had been asked to serve).<\/p>\n
The Bible says, “You have not because you ask not.” So, I began dropping not-so-subtle hints that if anyone needed search committee volunteers, I was available and willing to try it. Those who\u2019d been on several search committees hinted that after my first time, I\u2019d probably never want to do it again. Considering they\u2019d had their own fair share of committee involvements and participation, I somewhat doubted the truth of their statements.<\/p>\n
In any case, guess rumors of my invitation to be approached found their way to the right people. One day, I received a phone call from someone I used to work with years ago in the same department on campus. They were now in another department and looking for staff members willing to serve on a search committee for a newly created position. I was asked if I\u2019d be interested in being on the committee. Of course, having put myself out there and not wanting to appear cowardly, my answer was a reluctant and timid \u201cYes.\u201d<\/p>\n
Little did I know that with my affirmative response, I was getting myself into yet another truly transformative Ole Miss experience.<\/p>\n
I was told that I would begin receiving e-mails in preparation for the process of screening applicants for the position. My first responsibility was to secure the appropriate form, make copies as needed and then regularly check online for the names of applicants for the position. Using this form, I was to \u201crate\u201d each applicant according to specific criteria (i.e., education, work history, skills related to the job description, etc.).<\/p>\n
Unfamiliar with the process, at first I was shy about \u201crating\u201d strangers anonymously. I gingerly read over the first few applications, paying a great deal of detail to everything asked and then some. Like any novice, I’d read and heard about this experience, but wondered if I was doing it right or not. More than once, I sought out “tips” from the one who’d recruited me into this position. Each time, I was told I was indeed doing it correctly and to keep on going.<\/p>\n
After a while, I got the hang of it, which made the process much easier and more enjoyable. Soon, I knew exactly what it was I was to look for in each applicant. If he or she measured up, they received higher scoring (and a possible chance to be interviewed). Those who were lacking, of course, got a much lower ranking (with several ruled out of consideration completely).<\/p>\n
After many weeks and more than 70 applications reviewed, the search was officially closed and I was instructed to move into the next phase of selecting my top six candidates for consideration for phone interviews. Sorting through the pile, about 10 rose to the top. I weeded that number down to my required five or six.<\/p>\n
My first meeting with the other members of the committee was enjoyable. Two of them I knew and one I didn\u2019t. United by the common goal to find the right candidates for interviews, we soon gelled and became a cohesive — if only temporarily — unit. We compared our list of names and notes on each until we came to a consensus on the ones we felt should be contacted for phone interviews. To have been somewhat na\u00efve coming in, I was learning the ropes of being on a search committee fast and well! The other, veteran members told me I had “skills” and the ability to quickly become a “pro”.<\/p>\n
A whole work day for the interviews were scheduled. Another form containing different questions to be asked by each member was created and circulated. Lunch was pre-ordered and served. The conference call was made and each of the six applicants conversed with us, revealing more details about who they were and what they were about. By the end of the day, the other members of the committee and I had agreed upon which two candidates to contact for face-to-face interviews.<\/p>\n
About a week or so later, we were meeting on separate days with each candidate. By this time, there was no trace of my initial timidity. My interviewing skills were on point and I was confident that I was doing my job and doing it well. My search committee curiosity had vanished and been replaced by search committee enthusiasm.<\/p>\n
Unfortunately, neither of the candidates we interviewed wound up being offered the job. I’m told a new search for someone to fill the position will begin at some point. Should I be asked if I\u2019m willing to serve again, my response will be, \u201cOf course! Let’s do it again.\u201d<\/p>\n
Maybe one day, I\u2019ll be burned out on serving on committees, but as one who is fresh from a good initiation, I can\u2019t foresee that happening any time in the near future. The sense of empowerment found in screening applications, selecting prospects and interviewing candidates is almost intoxicating! The breaks in daily office routines and locations is refreshing. Meeting new people (and reuniting with old friends) is rewarding. The “free” lunch isn’t bad, either.<\/p>\n
So, bring on the offers. Ask me to serve on another search committee, if you dare.<\/p>\n
After all, if somebody’s got to do it; why not me?<\/p>\n
Hotty Toddy!!<\/p>\n
<\/p>\n","protected":false},"excerpt":{"rendered":"