This paper provides an overview of the legal considerations involved in the search process for administrative and faculty personnel and the results of a survey of search processes at 89 colleges and universities. It includes excerpts from 10 federal laws concerning non-discrimination in the workplace requirements along with examples of applicable state laws. Recommended steps for filing vacancies and conducting a search process are then outlined. A November 1996 survey of 106 senior student affairs officers, senior human resources persons, or legal counsels examined actual practices utilized in the search process. Only 20 percent indicated that their institutions conducted such searches using a search consultant though most respondents believed their institutions would consider using a search consultant in the future for positions at the level of dean or higher. Approximately 40 percent of respondents indicated that searches conducted during the past 5 years had been questioned or challenged by candidates. Among respondents' suggestions for a successful search process were: timely communications with candidates during all phases of the process, establishing a documented process in case of questions or challenges, and keeping required qualifications to the minimum necessary to avoid being overly restrictive. (MDM)