Faculty Hiring Manual 2023–24
Section 4: Assessment and Selection 

4.2 The Campus Visit

The campus visit should provide an opportunity for the candidate to showcase their strengths in scholarship, teaching, clinical work, and/or institutional service and allow the Hiring Unit and Rutgers to highlight what it has to offer the candidates who are being recruited. Several steps then can be taken to make the campus visit more successful:

• Make sure candidates are aware of the expectations for the presentation scheduled for them, including, format expectations and the audience that will be in attendance (e.g., departmental colleagues, graduate students, undergraduates). All candidates should give the same format of presentation.
• Send the candidate a full itinerary before their visit with the names and titles of everyone they will be meeting. Invite candidates to suggest individuals they would like to meet, such as immediate colleagues or potential collaborators. Provide candidates with opportunities to meet with a wide range of colleagues, including with faculty from outside the department as well as with colleagues within the department. Those colleagues should have an opportunity to provide feedback to the committee.
• It is normal for campus visits to be busy, with full itineraries. Nevertheless, be sure to build in some quiet, unscheduled time for candidates—especially in the hour before their presentation—and be sure to provide a quiet, undisturbed space where they can rest, catch up with professional or family business, and simply collect their thoughts. Be mindful that some candidates may require a lactation space. Candidates should be advised that they may consult with the Office of Employment Equity if they require a religious or disability accommodation.
• If meals are included as part of the official visit, they must be provided to all candidates in order to ensure equitable opportunities. Ask candidates if they have any dietary restrictions in advance of their interview. Meals should include a range of department colleagues. However, smaller groups may produce a more intimate and substantive experience for both candidates and members of the Hiring Unit. Be sure to designate someone who will meet the candidate and guide them to and from their destination, if necessary.
• The Hiring Units and campus should be presented comprehensively and requirements or expectations regarding teaching, research, service, and the promotion process discussed clearly. Hiring Units should have information readily available regarding the university’s various diversity and equity offices and research centers, health and retirement benefits, student bodies, and local communities. Hiring Units should try to provide an opportunity for candidates to meet graduate students if they desire to do so.
• Search committees should emphasize to candidates that they will be expected to teach on campus and in-person.
• Search committees should direct candidates to appropriate resources if any questions regarding work/life issues arise.
• Search committees may provide a brief tour of the campus and surrounding area if time allows.