Total Talent Management

Prepare and conduct the interview

Interviews are your opportunity to ask qualified candidates pertinent questions regarding their skills and to sell the job.

You are not required to interview every candidate. Evaluate all the applications based on the qualifications and skills you are seeking, and interview those who appear most qualified. Interview enough candidates to ensure a fair comparison. Certain collective bargaining agreements may require that a minimum number of qualified bargaining unit applicants be interviewed per open position in the same bargaining unit. Consult the applicable collective bargaining agreement in advance of selecting candidates to interview.

Prepare for the interview
Conduct the interview
  • Each candidate should be interviewed by the same person(s)/panel and be asked the same questions. Make notes about the candidate’s responses.
  • Describe the job and how it fits into the department. Explain the role of the department within the University.
  • Review the job description with the candidate and identify the relative importance of various job responsibilities.
  • If possible, show the candidate the work setting and any challenges of the physical space.
  • Ask each candidate if they can perform the essential functions of the position with or without a reasonable accommodation.
  • Explain the expectations for quality of work, punctuality, attendance, work schedule, working conditions, etc.
  • Review topics such as overtime, work schedules, vacation scheduling (peak workloads), collective bargaining agreements, etc.
  • Review the salary range for the position.
  • Make sure to talk about UW’s excellent benefits package including a wide range of medical/dental/life insurance options, retirement program, tuition exemption, U-PASS, etc. If a candidate has questions about specific details of University benefits, it’s best to refer them to the Benefits Office or your employment representative.
  • Provide the candidate an opportunity to ask questions.
  • Advise candidates that references will be checked on final candidates. Let the applicant know the time frame for making the hiring decision and any change or delays. Good candidates may have several positions from which to choose, so it is important to make your job attractive and move quickly.
After the interview
  • Debrief with the interview panel immediately.
  • Discuss strengths first for every candidate.
  • Group candidates by how qualified they are and discuss candidates who are scored differently.
  • Collect notes from each person/panelist for the recruitment file and retain for three years. Consider consolidating collected interview notes into an interview summary. If you do so, you may dispose of the individual interview notes.