FAQ on Mission-Centered Hiring

1. Must all candidates be Catholic or Christian?

No. It is not necessary to be Catholic or Christian, but it is important that candidates are able to embrace the values embodied in the Mission Statement.

2. Won't Mission-Centered Hiring practices stifle individuality and contribute to a homogenous rather than a heterogenous faculty and staff?

No. We believe that in the context of pursuing truth, justice, and excellence, there is room for great diversity. Additionally, such diversity ensures on-going dialogue as we pursue truth and knowledge. This dialogue helps foster awareness of both the possibilities and limitations of our own heritage.

3. Isn't it virtually impossible to reconcile the need for the best qualified individual in the field with a desire to have someone who "fits" with the mission?

In Mission-Centered Hiring, the best qualified candidate integrates liberal, humanistic learning with a specialized competency, and assists our students to enter creatively, intelligently, and with deep moral conviction into a variety of endeavors. "Best qualified" covers both competency/qualifications and a commitment to the Mission.

4. How would asking mission-related questions be helpful?

In simply asking mission-related questions, we emphasize the importance of mission. By encouraging candidates to reflect on the Mission Statement's values and ideals, they can assess their potential for contributing to and benefitting from the University's mission commitments.

5. Won't Mission-Centered Hiring simply turn into a "litmus test" to assess the orthodoxy of candidates according to whatever interpretation is prevalent?

Mission-Centered Hiring is not a religious litmus test for any particular manifestation of Catholic belief. Rather, the process encourages a mutually beneficial relationship, supporting the candidate's quest for self-fulfillment and the University's quest to live out its mission. The Office of University Mission and Identity is available to assist departments in their efforts to use Mission-Centered Hiring in their selection process.

6. Isn't the meaning of the Mission Statement so vague as to be virtually useless as a criterion to assess candidates?

The Mission Statement is not a set of rules but a means to explore and assess key values of both community and candidates.

7. How can we expect new hires to discuss and live the Mission Statement when we do not have ongoing discussions about this in our departments or areas?

Perhaps each area needs to begin such a discussion. These can be mediated or led by a representative from the Office of University Mission and Identity.