Departments are responsible for conducting screenings and interviews to identify qualified candidate(s) for further consideration.
Managers should –
- Screen applicants objectively and consistently.
- Review all applicants who meet position requirements.
- Identify candidates they are interested in interviewing.
Typically, managers should conduct a preliminary phone screen for candidates they are interested in pursuing [ADD QUESTIONS TO ASK DURING PHONE SCREEN?].
After phone screen, managers should narrow pool to 3-5 candidates selected for in-person interviews.
Depending on the position, there may be several rounds of interviews. This is decided by individual departments.
Note - if prior interviews were only via phone or video, if feasible, encourage in-person interviews.
When preparing and conducting interviews, managers should –
- Follow department guidelines and include necessary key stakeholders.
- Provide interview team with job description and application materials.
- Develop a structured interview process that includes standard job-related interview questions. Questions should be the same for all candidates. [PROVIDE QUESTIONS TO ASK DURING INTERVIEW?]
- Using behavioral interview questions can help provide additional insight on how a candidate has demonstrated the required competencies in the past.
- Asking follow-up questions can help address unclear or incomplete responses.
- Avoid questions designed to solicit information about candidate’s race, ethnicity, color, national origin, religion, gender, gender identity, sexual orientation, disability, age, ancestry, marital status, veteran status, or family/childcare situation.
- Provide all candidates with clear, consistent information about selection process.
- Allow candidates to ask questions.
- As a courtesy, managers are encouraged to interview internal candidates who meet minimum qualifications.
- Ask for feedback if including others in interview process.
Managers can always go back to candidate pool and review candidate(s) again if necessary.