Last updated: July 3, 2026
Phone screening
Tips for conducting a phone screening.
Virtual interviewing
While the use of technology for virtual interviewing may now seem more mainstream, it does come with important considerations for both the hiring manager and candidate.
Prepare and conduct the interview
Best practices for preparing and conducting the interview, and guidance for debriefing the interview panel after the interview.
Behavioral/Competency-based interviewing
Identifying and defining the specific competencies needed to perform the essential duties in each position will help set clear expectations for the role, provide flexibility as needs and technology evolves, and provides a foundation for equitably assessing whether or not a candidate is the best fit for the role.
Fair pre-employment inquiries
Last updated: July 3, 2026 This page applies to all appointing officials, department administrators, search committees, and individuals involved in University hiring and recruitment procedures. Overview University policy and federal and state law prohibit discrimination against, or granting preferential treatment to, any individual or group based on certain protected characteristics. As such, the evaluation of applicants or candidates for employment must focus on documented skills, experience, and job-related competencies. Assessments and pre-employment inquiries cannot solicit any information about race, color,...
Accommodating candidates with disabilities
Discover all the resources the university provides for interviewing applicants with various disabilities.
Candidate evaluation tips and guidelines
Interviewers should complete a candidate evaluation form to assess and score the candidate’s overall qualifications for the position to which they have applied.
Guidance on diversity interview questions
Guidance for hiring managers on integrating diversity, equity, and inclusion (DEI) considerations into the interview process.