Interviewing Guidelines
The interview process begins once a qualified applicant pool has been identified. To ensure the most objective candidate evaluation the interview process should be consistent and follow the following guidelines:
- The committee should notify the Office of the Associate Provost for Student Success (APSS) with the names and itinerary of candidates to be interviewed before bringing candidates on campus. The APSS Office also can be consulted for assistance during the process.
- Concerning the confidentiality of the search process, it is important that search committee members protect the identity of candidates, and the integrity and candor of discussions from individuals whom it is not appropriate to share search information. By accepting committee membership, you are agreeing to limit your discussions pertaining to this search to individuals whom it is appropriate to seek input and to individuals who have a need to know.
- Use the same interview structure for all candidates (Candidates should all meet with the same individuals in a similar environment to ensure fairness and consistency).
- Search committee members unable to interview all candidates should not participate in the final selection/recommendation process for hiring. Search committee members who lack information about some candidates are not adequately knowledgeable to participate in the final discussions of applicants credentials.
- Prepare in advance of interviews a list of job related questions. Assure the interview process components are the same for all applicants.
- Consider asking staff and students to participate in the interviewing process.
- Assure "internal" applicants are treated the same as external applicants. It is inappropriate to conduct "courtesy" interviews simply because an applicant is on campus or known.
- Develop a rating or evaluation sheet based on the interview questions to assure the same criteria is used to evaluate the interviews and assess the candidate's qualifications using the standard evaluation form.
- The search committee must have explicit consent from the candidate prior to checking references or making inquiries.
- Review and validate employment application, curriculum vitae, resume, transcripts, etc to ensure accuracy.
- Consider the candidate’s needs during the interviewing process. Schedule free time for persons being interviewed and ask whether they want to meet specific individuals on campus, meet with representatives from campus organizations/clubs, etc. Such consideration is often viewed favorably by candidates.
- Provide Interview Do’s and Don’ts to any individual who is involved in the process. Questions regarding gender, age, color, race, religion, national origin, veteran’s status, sexual orientation or disability are in appropriate to discuss with candidates.