Phases of the Interview

Prepare for the Interview

  • Identify people based on their position level/rank/tenure status, technical/scientific relevancy, department, work groups and diversity.
  • Identify a search committee chairperson.
  • Give each member of the search committee a job description, organizational chart and a list of the interview questions.

 Schedule Interviews with Candidates

  • Reserve appropriate locations and conference rooms w/ audio-visual capabilities if presentation will be given.
  • Distribute Selected Interview Questions to Each Interviewer
  • Use a standard form, grid, or matrix.
  • Interviewers or teams are responsible for asking questions as assigned or chosen.

Interview the Candidate

  • Greet the candidate, offer your name and position title.
  • Explain the need for the position.
  • Describe the interview plan:
    • Who will be conducting the interview?
    • Specific questions will be asked to get information about jobs/experiences as listed on their CV or resume.
    • Information about the organization and the position.
    • Indicate that you will be taking notes.
  • Transition to asking the candidate questions. Begin with general questions and move into targeted questions relating to the specific job you are trying to fill.
  • Give the candidate a welcome packet which may include information about the department, an organizational chart, job description, information about background checks (if applicable), etc.
  • As if the candidate has any questions that have not been answered.
  • Give the candidate information on the organization, structure, and the position (if not already provided).
  • Explain the next steps in the process.
  • Offer the candidate your business card should you want to have that person contact you, i.e., follow-up, thank you note, networking, etc.
  • Thank the candidate for their time and a productive interview; escort candidate out of the office.

Close the Interview

  • Review your notes.
  • Seek any clarification that your review has raised.
  • After candidate has left, fill in the evaluation form to document the results of the technical and behavioral competencies assessed.
  • Prepare and submit recommendations for the top candidates to the hiring manager.