After arrangements are made to bring candidates to campus, the hiring supervisor and the chair of the search committee should draw up an appropriate interview schedule. The search committee or its designee shall ensure a consistent structure for all candidates' evaluations by interviewers and take the responsibility for soliciting those evaluations.

The schedule should include interviews with individuals in as many areas as possible that relate to the position and the individual's area of expertise.

Asking the candidate if there is anyone that they would particularly like to meet with is an accommodating and welcoming gesture.

A copy of the candidate's schedule and curriculum vitae should be provided in confidence to all individuals who will meet with the candidate.

Where appropriate, candidates should have the opportunity to meet with minority faculty and women faculty on campus. The Faculty Diversity Office can provide introductions to underrepresented minority and women faculty who volunteer to meet with candidates.

Additionally, the Faculty Diversity Specialist is a confidential resource for information that candidates may hesitate to ask members of the search committee.

A meeting with the Faculty Diversity Officer or the Manager of Faculty Diversity and Development can be offered to any candidate who wishes to know more about work/life balance policies here at Case Western Reserve.

Information about the department and the University should be provided to candidates before the interview. Information packets provided during the campus visit might include:

the most recent issue of Case Western Reserve Magazine and/or your school magazine;
the Case Western Reserve Diversity Report;
the Office of Inclusion Diversity, and Equal Opportunity Newsletter;
the student newspaper - The Observer;
University Circle brochures or information (Natural History Museum, Museum of Art, Botanical Gardens, etc.);
the free weekly papers the Free Times and Scene Magazine;
special interest papers that highlight the diversity of Cleveland such as
The Jewish News,
the Call and Post, and
La Prensa.

This supplemental information gives the candidate, (and their partner/spouse/children who participate in the decision making process), a perspective of Cleveland and the surrounding areas that might not be apparent from twenty-four hours of whirlwind interviews and a faculty dinner.

The Committee should also let the candidates know when a decision is expected to be reached and how they will be notified. When a minority or a woman candidate is brought to campus, search committees may wish to choose venues that highlight the diversity of Cleveland and opportunities for minorities and women to thrive here. The Faculty Diversity Office can provide suggestions for ways to customize campus visits for all of your candidates.

Additional Resources

Acceptable vs. Unacceptable Interview Inquires


Expedited Review

Case Western Reserve University values a diverse workforce and is committed to providing equal opportunity in employment through non-discriminatory open recruitment and hiring practices and affirmative action programs. Occasionally, in today's work environment, it is the case that a desirable faculty or staff candidate be hired using an expedited process.

Examples of these situations include:

  • a short term visiting faculty member (less than one year),

  • a research faculty member,

  • a partner of a desirable faculty or staff candidate or other valued employee who is also seeking employment,

  • an intact faculty/research team already working with the desirable faculty member that needs to be hired in  conjunction with the lead faculty member.

These hires may be approved via expedited review when such a hire furthers diversity and/or contributes to the strength of the University, meets an important need of the University, or is in the best interests of the University as identified by the appropriate dean and Provost.

View the entire Expedited Review Policy here.

The Expedited Review Form can be found here.