Examining the Methods Used by Program Chairs for Recruiting, Selecting and Hiring Adjunct faculty at a Mid-size Commuter University

The purpose of this study is to provide information about program chairs' overall satisfaction with a university's current recruitment and hiring practices and the quality of applicants received as potential adjunct faculty hires. Selection methods used when making hiring decisions were investigated, as well as, current practices for onboarding and orienting newly hired adjunct faculty.;The University studied hires approximately 100 to 150 new adjunct faculty every academic year, yet the University also inactivates 50 to 70 adjunct faculty during that same time period. The researcher created a study to describe the practices used by program chairs during the recruitment and hiring process. It provides insight into the current process and its relationship to the recruitment models highlighted in the literature as best practices, specifically the Organization Model designed by James Breaugh (2000, 2008, 2016).;Based on the results of the survey data, there were differences between the recommended best practices, the practices established by the university studied, and the program chairs who hire adjunct faculty. The results indicated possible misperceptions with the current system and uncertainty on the part of the chairs about the quality of the applicants they were reviewing for hire. The results also indicated that referrals were the preferred means of hiring adjunct faculty, which means that the current process created in 2011 was not consistently followed.;Using the results of the study and the recommended practices from the literature, and recommendations on improving the current processes will include ongoing education of appropriate personnel. Including all areas/key personnel in the recruiting process will standardize and strengthen the current practices and should include an established best practice for recruiting and hiring adjunct faculty.