Checklist for interviewing/hiring committees

Throughout the search process, please make sure the committee completes the following:

Ensure every committee member has participated in an implicit bias training by Human Resources.
Agree, as a committee, what the hiring process will look like to work against bias.
Write a job posting with inclusive language.
Create evaluation criteria that reflects the job posting and avoids bias (e.g. “ideal” candidate qualities, education bias, etc.). Utilize a Candidate evaluation matrix to ensure all committee members agree on criteria by confirming expectation and definitions.
Circulate the job posting via diverse hiring websites, listservs and networks.
Before the interview, identify and define the most important competencies for this specific position.
Questions matter. Develop interview questions to assess each candidate’s qualifications.
Include at least one diversity, equity and inclusion (DEI) question for the interview and confirm components of a “quality” answer for each question.
Ensure you are auditing and mitigating your bias throughout the interview process (e.g. questioning assumptions or conclusions made, considering your privilege, etc.).
Utilize the Candidate evaluation form to minimize bias and assess each candidate equitably.
After the interview, debrief immediately and deliberately.
Identify strengths first for every candidate.
Review and confirm criteria has remained consistent throughout the process.
Group candidates in categories (e.g. minimally qualified, qualified, highly qualified) and discuss candidates who are scored differently.
Once new hire has been approved, prepare for employee onboarding: New Employee Onboarding, Onboarding Toolkit, Example Checklist