Labor Resource Center Hiring Documents

This page offers a variety of resources involved in hiring: job ads, application screening instruments, policies on renewal/non-renewal/conversion of NTT faculty, do's and don'ts for job-seekers and hiring committees, and advice on negotiating at hire. If you have suggestions or can contribute materials, contact us at

Job Ad Examples


WPA Job Ads

Writing Center Director Job Ads

NTT/Adjunct Faculty Job Ads

Application Screening Instrument Examples

Non-Tenure-Track to Tenure-Track Conversion Policies

West Chester University English Department Policy on Hiring and Converting NTT Faculty (Expired May 2017, but likely will be rolled over) [NOTE–This policy refers to an article in our collective bargaining agreement (Article 11G that provides for conversion of NTT faculty to TT faculty if they meet two conditions: (1) they teach full-time (12 credits) for ten consecutive semesters in the same department; and (2) the TT faculty in the department approve the conversion by majority vote. The contract language calls on each department to develop a “policy” for conducting the conversion votes, and this is one department's response to that call.]


Hiring/Job Seeking Dos and Don'ts

For the Candidate:

  • Remember that this is not only an interview for you, but for them. This is a chance to see not only if you fit the school and department, but if they fit you.
  • Ask questions about the area. Where do other faculty live? What do they like to do? In short, is the area a place that matches your needs and interests? Would you be happy living here, or at the very least, would you be willing to explore the area more?
  • Ask about support services on campus for faculty. Is there a mentoring program, or are there faculty writing groups, for instance?
  • Ask about travel funding. Is it for conferences only, or will you also be able to attend workshops or development programs (for instance, for leadership)?
  • Ask about opportunities for student engagement. Are there funds available for student trips? For guest speakers?
  • Read the university mission statement. Keep it in mind as you prepare your talk.
  • Look at the courses you might be asked to teach. Be prepared to discuss how you might teach them (you might choose one in particular to focus on, and provide a syllabus). In addition, look for gaps in the curriculum, and be prepared to discuss how you might fill those holes (again, perhaps come prepared with a syllabus).
  • Dress appropriately.
  • Follow up with the faculty who interviewed you after your visit, even if you just write a quick email thanking them for the opportunity.
  • If you are offered a position, DO find out if the institution has a faculty union. If so, ask about what incentives might be available (moving/technology costs and salary negotiation). If there is no faculty union, the institution may be more flexible in offering you incentives. If there is a faculty union, the main payoff is clarity of expectations and processes.
  • Ask about a Statement of Expectations (or Statement of Mutual Expectations).


  • Feel obliged to talk about your personal life. Gauge and discuss as you feel comfortable (yes, no, a little).
  • Get overwhelmed. Reserve your break time for you; resist the urge to accept additional interviews (if possible — there may be times when this is unavoidable).
  • Engage in philosophical conversations with your interviewers. Keep it light– try to stay away from religion and politics (unless you are interviewing at a religious institution and religion is part of the line of questioning).
  • If you are offered a position, DON’T accept on the spot. Take some time (24-48 hours) to think about it, even if you only have one job offer. DO Carefully consider the pros and cons of the position before giving your decision.


For the Interviewer/Search Committee:

  • Provide interview questions ahead of time, if possible. Encourage the interviewee to ask questions ahead of time.
  • Be clear in the parameters of the interview. Let the interviewee know how many questions, how much time, and how much per question.
  • Make sure all the logistical issues (transportation, hotel, meals, etc.) are covered (if your budget permits). Also make sure the candidate has an escort around campus at all times, and that the escort can help make introductions if need be.
  • Make sure to comply with all ADA guidelines and best practices for accommodating candidates with special needs/disabilities. For a detailed account with links to further resources, see Jay Dolmage and Stephanie Kerschbaum's October 2016 IHE article, “Wanted: Disabled Faculty Members.” 
  • Include campus locations that might be important to the candidate on a campus tour. For example: the student writing center, the department office, the mail room, etc.
  • Follow up with the candidates, even if they did not get the position, as quickly as you can.
  • Provide candidates with relevant department/university/system documents: union collective bargaining agreements; tenure and promotion (or renewal/non-renewal) guidelines; department bylaws; etc.
  • Be as clear as possible about the likelihood that the position's parameters could change, if that's a possibility.


  • Press on personal issues.
  • Overload the interviewee's schedule. Be sure to give them some down time, especially before their interview and/or teaching demonstration.
  • Talk about other potential candidates in front of the current candidates. Try to keep an open mind, and not over-compare.
  • Overwhelm the candidate during dinner. Keep it to a few faculty who might work closely with this candidate.
  • Leave candidates hanging (see above).

Additional Resources