Recruit and hire new faculty.

We need to recruit and hire a new assistant professor in applied economics. Send the candidate packet and the recommended interview questions to Priya in faculty affairs and to Tom, the department chair, asking them to schedule campus interviews this month. Make sure the diversity statement and reference checks are completed before offers go out.

Before I circulate the candidate short list to the hiring committee, make the review easy: surface teaching and publication highlights on the first page, flag any gaps on tenure-track readiness, make salary expectations findable, and flag anything that would make a committee member hesitate to invite a candidate for campus visit.

The committee divided two-to-two over whether to advance a promising candidate who has strong applied work but a thin record of grad-level teaching. I cannot tell how much teaching should outweigh research for our department this year. What is the likeliest departmental priority and the best next step to resolve the tie without delaying offers to other candidates?

Over several searches we keep getting stuck during the internal shortlisting step, costing us good candidates who accept elsewhere. Are we failing on role definition, committee timeline discipline, or candidate communication? Recommend one repeatable change to stop becoming a second choice for top applicants.