Search Committee Resources: Definitions

An active effort to improve the opportunities of members of protected classes such as women, minorities, veterans, and individuals with disabilities.

An individual who has actively expressed an interest in a job opportunity.

Defined by the Office of Federal Contract Compliance Programs (OFCCP) as an individual who meets the following criteria:

• The individual submits an expression of interest in employment through the Internet or related electronic means;

• The individual is considered for employment of the particular position;

• The individual indicates that he/she meets the basic qualifications for the position;

• The individual who at no point in the recruitment process (prior to receiving an offer of employment) indicated that he or she is no longer interested in the position.

An approach that looks at past behavior as the best predictor of future performance.  The competencies are then selected that define the knowledge, skills, and traits, which must be assessed during the interview process.

An individual who has been established through an evaluation process to be minimally qualified for a position and is being considered for further evaluation by additional factors in an established process.

A directive that is verbalized to a search committee by the hiring authority (or designee).  The charge will include factors such as the ideal candidate description, responsibilities, timeline of the hire, and a directive of the process to be included.

Treatment or consideration of, or making a distinction in favor of or against, a person based on the group, class, or category to which that person belongs rather than on individual merit.

Freedom from discrimination on the basis of protected classes such as race, color, sex, national origin, religion, veteran status, disability, or genetic information.

Refers to a person’s “roots” and should not be confused with his or her citizenship, nationality, language, or place of birth.

A person’s perception of having a particular gender, which may or may not correspond with their birth sex.

Includes information about an individual’s genetic tests and the genetic tests of an individual’s family members, as well as information about the manifestation of a disease or disorder in an individual’s family members (i.e., family medical history).

An individual who has the authority to make a hiring decision.

The requirements an applicant needs to possess to be selected for a position in an organization.

The absolute minimum qualifications an applicant must possess to be considered further for a position that is being advertised; criteria must be stated in a position announcement.

The nation of your origin is the nation in which you were born.

A division of the Department of Labor that enforces, for the benefit of job seekers, the contractual promise of affirmative action and equal employment opportunity required of those who do business with the Federal government.

An interview technique that allows several members of a search committee to interview a job candidate at the same time.

A veteran is a “protected veteran” under VEVRAA if he or she falls into one or more of the following categories: disabled veteran; recently separated veteran; active duty wartime or campaign badge veteran; or Armed Forces service medal veteran. 

Any change in the manner in which a job is performed which allows an individual with a disability to interview or perform job functions.

The process or plan for finding the best-qualified candidate (from within or outside of an organization) for a job opening in a timely and cost-effective manner.  Planning will include outreach to target markets with the necessary skills and competencies to be successful in the position.

A group of individuals formed for purposes of assisting the responsible administrator in recruiting, evaluating, and/or interviewing candidates for a posted position.

The individual who will lead the search committee in all efforts as charged by the hiring authority

Job-related standards established to determine the best-qualified applicant from among all the candidates who have met the minimum qualifications for a particular position.  Selection criteria go beyond minimum qualifications, looking at quality and quantity of education, experience, knowledge, and other skills.

A component of identity that includes a person’s sexual and emotional attraction to another person.

Attitudes or stereotypes that affect a person’s understanding, actions, and decisions in an unconscious manner

Inadequate representation or representation in numbers that are disproportionately low.

When the representation of individuals from an identified group(s) of protected class categories is low in comparison to the availability of members of that group.  Underutilization is calculated based on an analysis of the organization to develop an organizational Affirmative Action Plan.