Career Center Guidelines

Users of the AIA Career Center are required to observe the following guidelines:

  1. Job descriptions must be specific and complete, indicating degree requirements, experience necessary, and other qualifications.
  1. It should be clearly stated whether the position advertised has been approved by the administration or is contingent on budgetary authorization. The length of time for which the advertised position is authorized should also be clearly stated. If possible, the listing of a temporary position that might be extended should contain the words “renewable” or “possibly renewable,” and if known the number of years for which it might be renewed. If the position at any time turns into a tenure-track position, the position should be re-advertised.
  1. Hiring institutions should state their intention to comply with fair hiring procedures. These procedures should be followed at every stage in the search. For academic positions, the AIA endorses the 1976 AAUP Statement on Discrimination. All candidates for all positions should be protected against discrimination based on race, gender, religion, national origin, age, disability, marital status, or sexual orientation, gender identity, and actual or perceived medical conditions, including HIV status. The AIA suggests that institutions indicate in their advertisements whether they offer domestic partnership benefits.
  1. Candidates should not be asked about their age, political views, sexual preference, marital status, children, or whether spouses are willing to relocate in the area of the interviewing institution. (These matters may, of course, be raised by the candidate.) Representatives of the institutions should not make inquiries about these matters outside the interviews. Questions about religious beliefs or affiliations are to be omitted except in the case of some institutions with religious affiliations, where such questions are lawful under federal law (Section 42, USC 2000e-2e; http://www.eeoc.gov/policy/vii.html). Institutions that fall under these provisions and plan to consider candidates’ religious affiliations, religious beliefs, and/or willingness to support, incorporate, or accommodate the tenets of the institution’s affiliation in teaching and/or research should include in their advertisements a statement of their religious affiliation and how that affiliation will affect their consideration of candidates.
  1. Interviews of the candidates, whether at the Annual Meeting or elsewhere, should be conducted in a courteous and professional manner. Interviews at the Annual Meeting should be conducted in an appropriate setting. The AIA provides private, conference-style rooms, or, institutions can opt (if/when available) to rent a private suite for interviewing purposes at the Annual Meeting. (Special suite rates have been negotiated with hotels.)
  1. Inquiries and applications should be acknowledged promptly and courteously (generally within two weeks of receipt)
  1. At the time of an interview, the institutional representative should give the candidates some indication of when a final decision is likely to be made.
  1. Candidates eliminated from consideration should be notified as soon as possible.
  1. Candidates should be given a reasonable amount of time to consider an offer; two weeks is a recommended minimum
  1. As soon as a decision is made, all final candidates (often defined as those who have made campus visits) should be informed. If a decision is postponed beyond the academic year in which interviews occur, all remaining candidates should be informed.
  1. The institution should promptly inform the AIA of the action taken on the position listed.
  1. Candidates are reminded that they also have obligations to the institutions and departments that have positions available. Candidates are expected to remove themselves promptly from consideration if they have accepted a position elsewhere, and in general to conduct themselves ethically.

Complaints with all substantiation available should be directed to AIA Vice President for Professional Responsibilities. The AIA Board has directed the Vice President for Professional Responsibilities to inform them fully of violations of the above stated principles.