Interviewing and evaluating applicants can be challenging and is a critical step in the recruitment/hiring process. The search committee, based on the job description, should identify key competencies (see examples listed below), which will help provide criteria for evaluating applicants as well as developing interview and reference- checking questions. To ensure interviews are conducted correctly, the search committee should follow an organized and consistent approach. The search committee should ask the same questions of each candidate, follow the same format, and ask questions that are job related. The search committee should know what questions can and cannot be asked during the interview process. Please refer to the Affirmative Action Guidelines for Search Committees. If an applicant volunteers information that is not job related, the information should not be used for the selection decision.
Competency examples for evaluating criteria:
Job-related education and/or experience
Customer service skills
Planning and organization skills
Search Committee Members
Review interview process with search committee.
Provide relevant information about the position (position description).
Run through interview format, schedule, and timeline.
Supply each interviewer with a list of questions and paper for taking notes.
Discuss expectation of confidentiality.
Provide a copy of the Affirmative Action Guidelines for Search Committees.
Document search process by keeping appropriate records (i.e., interview notes, reference checks).