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. (While the implicit bias training is in development, review the content on the Implicit bias webpage).
- 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