Creating and Managing Disposition Codes
Disposition codes are short, pre-defined explanations of why an applicant did not make it to the next step of the hiring process.
Disposition codes help track and document committee decisions regarding each applicant, providing responsible documentation of the hiring process and mitigating liability by keeping a record of the stated reasons why each individual job applicant was removed from consideration.
Administrators in Faculty Search can create disposition codes from the Faculty Search Administration page.
Disposition codes created in the program are available to all units, and can be assigned to applicants by admins and committee managers.
Note: If disposition codes are turned off for an institution, or not yet created, the user will NOT see options to add disposition codes when working in the program.
Disposition codes vs. application statuses
Disposition codes are meant to work in conjunction with application statuses rather than replace them outright.
Application statuses are meant to cover where a given applicant is in the committee’s process (e.g. Long List, Short List).
Disposition codes, on the other hand, are intended to document why a given applicant did not move any further in the process. In many situations, these fields will be reported on together to support reporting at the end of a search.
Using disposition codes for each applicant will help compliance reporting at the completion of a search. In many cases, it will help meet requirements for each applicant to have a valid code assigned to them.
When used with a thoughtful final application status, disposition codes can become even more powerful tools for tracking applicants.
Final application statuses such as "Not Interviewed, Not Hired" -or- "Interviewed, Not Hired," for example, can be used along with a set of disposition codes that helps explain the final decision, as shown below:
Final Status: Not Interviewed, Not Hired
- Does not meet department minimum requirements
- Application materials demonstrate poor organizational skills
- Application materials indicate poor writing or communication skills
Final Status: Interviewed, Not Hired
- Interview showed inconsistency with application
- Interview showed lack of effective communication skills
- Interview showed lack of understanding of the duties required for the position
Examples of disposition codes
Other than the examples indicated above, consider the following list of typical disposition codes:
- Salary requirements too high
- Availability date not compatible with department needs
- Less competitive based on field of research
- Less competitive based on work history or experience
- Less competitive based on education, or training
- Wrong Degree
- Poor recommendations
- Less competitive based on information provided by references
Disposition codes are created on the “Disposition Codes” tab of the Administration page.
Click "Administration" in the side navigation bar
Open the "Disposition Codes" tab
Click "Add" to create a disposition code
Enter the disposition code and click to save
Text is limited to 100 characters.