Managerial Report 1 – Faculty Search

To: Professor Hester

From: Quinn Arrowood
Date: 14 February 2019
___________________________________________________________________________
Summary of the Problem
The Management and Accountancy department at UNC Asheville has been tasked to find a new

faculty member. There are 100 applications. It is the committee's goal to hire a candidate that

would best fit at UNC Asheville. Two problems in selecting a perfect candidate are:

1. Verifying the validity of the applicants

2. The temptation in searching beyond the 100 candidates
Findings
Applicant Validity:
Background checks are important to look into the safety and legitimacy of a person before

hiring them. The screening process allows organizations to verify a person’s information

without the need for a in-person interview. Organizations can also check on a person’s

credentials. It can prevent automatic non-qualified people from even applying as there are

several organizations that do this for a fee (Privacy Rights Clearinghouse, 2019).

Temptation Beyond 100 Applicants:

"The Bureau of Labor Statistics reports over 12 million Americans are either unemployed or

underemployed, while new research finds that three in five employers report difficulty in filling

middle-skills jobs - positions that require more education than a high-school diploma, but less

than a four-year college degree.", says Joseph Fuller ( This could explain the difficulties in

finding the right applicant in university employment. According to U.S. Census Bureau in 2018,

less than 31,000 people had higher than a bachelor's degree across all demographics (US Census

Bureau, 2019).
Recommendations & Conclusion
Screening for applicants is important to remove unqualified candidates out of the selection

pool. Unfortunately, it also removes qualified individuals with the right credentials out of the

pool with whomever has the better credentials. Entirely dependent on costs, integrating

internships or trial periods can allow potential candidates to get a feel of the organization.

It is challenging to determine the best candidate for a job because organizations are seeking

the best possible candidate they can find. Identifying desired characteristics, skills, and assets of

candidates can help make the hiring process go faster. I would recommended to search only

within the given 100 applicants if resources are limited as continuously searching ends up being

a waste. This makes sense with the concept of bounded rationality.

It is important to verify applicant information from outside sources that proves the integrity of

a person’s credentials. Searching within a set number of applications saves time, energy, and

resources. This is the better option assuming that a organization does not have infinite amount of

resources. In the hiring process, it is important to establish boundaries and specific criteria

needed for the job. All of these issues need to be resolved to find the most ideal candidate for

the job.
 Works Cited

“Employment Background Checks: A Jobseeker's Guide.” The HIPAA Privacy Rule: How May
Covered Entities Use and Disclose Health Information | Privacy Rights Clearinghouse,
17 Jan. 2019, www.privacyrights.org/consumer-guides/employment-background-checks-
jobseekers-guide.
Reed, Eric. “Employers Can't Find Workers, so They're Making It Harder to Get a Job.”
TheStreet, TheStreet, 7 Nov. 2017, www.thestreet.com/story/14366977/1/employers-can-
t-find-workers-so-they-re-making-it-harder-to-get-a-job.html.
US Census Bureau. “Data.” Census Bureau QuickFacts, United States Census Bureau, 21 Feb.
2019, www.census.gov/data/tables/2018/demo/education-attainment/cps-detailed-
tables.html.