Hiring managers are typically responsible for reviewing and identifying qualified candidate(s) for further consideration.  For some positions, especially faculty, it is common to form a search committee of relevant stakeholders. 

Hiring managers are encouraged to consult with their HR Generalist and supervisor/department head to determine the best approach for their position.

In all cases, managers should:

• Screen applicants objectively and consistently.
• Review all applicants who meet position requirements.

Common screen and interview steps include: 

1. Phone screens - typically, managers conduct a preliminary phone screen with 5-10 candidates they may be interested in pursuing.
   1. Helpful phone screen questions   
2. In-person interviews - after phone screens, managers often narrow the pool to 3-5 candidates selected for in-person interviews.  
   1. When in-person interviews are impractical at this stage, managers may choose to conduct Zoom interviews.
3. Additional interview(s) - depending on the position, there may be several rounds of interviews including the hiring manager and/or other stakeholders.
4. If initial interviews do not produce a hire, managers can revisit the candidate pool and/or work with their HR Generalist to report the position if necessary.

Note - if prior interviews were only via phone or video, in-person interviews are encouraged for any finalist(s).

Tips for Success

Before the interview:

1. Provide interviewer(s) with job description and application materials.
2. Review the job description and specific knowledge, skills and abilities needed to be successful.
3. Prepare interview questions.
4. Select a location for interviews that will have few interruptions.
5. Schedule interviews with adequate time between candidates.
6. Review resume and application materials.

• As a courtesy, managers are encouraged to interview internal candidates who meet minimum qualifications.

During the interview:

• Ask all applicants the same questions.
  • See here for Helpful interview questions.
  • Use behavioral interview questions to gather additional insight on how a candidate has demonstrated required competencies in the past.
  • Ask follow-up questions to help address unclear or incomplete responses.
• Avoid questions designed to solicit information about candidates' race, ethnicity, color, national origin, religion, gender, gender identity, sexual orientation, disability, medical and genetic history, age, ancestry, marital status, veteran status, family/childcare situation or other protected characteristics.
• Provide all candidates with clear, consistent information about the selection process including next steps.
• Allow candidates to ask questions.

Goals of the interview process:

• Gather relevant information to make a hiring decision.
• Project a positive image of the university.
• Present a realistic description of the position.
• Consider feedback from other stakeholders included in the interview process.