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.
As a hiring manager or interview panelist, you are responsible for following federal and state employment laws and University Administrative Policy 46.1 on unfair pre-employment inquiries.
Prepare for the interview
- Review the Fair Pre-employment Guidelines in preparation for developing your interview questions. Establish interview questions and utilize the same questions for all candidates interviewed.
- Learn about Interviewing Courtesies for Individuals with Disabilities and disability accommodations. You cannot ask about a candidate’s disabilities.
- Contact the Disability Services Office and review the Campus Access Guide for Persons with Disabilities in case a candidate requests an accommodation.
- Review the candidate’s resume and any additional material before the interview. Highlight any areas of the resume that will need clarification at the time of interview, for example, breaks in employment.
- Provide each member of the interviewing panel/team with a copy of the resumes and the interview questions.
- Prepare a copy of the complete job description to provide to each candidate.
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. Collect notes from each person/panelist for the recruitment file.
- 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, flex-time, vacation scheduling (peak workloads), required union dues, 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 him/her to the Benefits Office or your employment specialist.
- Provide the candidate an opportunity to ask questions.
- Advise candidates that references will be checked on final candidates and verify their consent with the signed Reference Check form below. Collect references from candidates as appropriate. Previous and current supervisors can best attest to the candidate’s experience and performance.
- Good candidates usually have several positions from which to choose, so it is important to make your job attractive and move quickly. Let the applicant know the time frame for making the hiring decision and any change or delays.
These are the interviewing tools used by HR professionals. Consider using these prepared tools in conjunction with other technical questions you may use.
Behavioral interviews are based on the premise that past performance is the best predictor of future performance. Additionally, the questions in a behavioral interview are designed to reveal the extent to which the candidate possesses core characteristics/competencies (e.g., an orientation towards customer service) espoused by an employer. Effective use of this technique will increase the likelihood that the candidate selected will possess both the skill set and values essential to the success of your team.
Important Note – To use the correct behavioral interview tool and role play Job Family Table Listing (Excel). This MS Excel file lists the classified and professional staff job titles that are associated with each job family. Find the job title of interest, note the job family, and then download the corresponding interview tools from this web page.
The tools are MS Word documents that you will have to save to your computer. For assistance in understanding their use and in customizing them for your position, contact your employment specialist.
|Job Family||Interview Tool|
|Administrative/Clerical||Behavioral Interviewing - Clerical/Administrative Support (MS Word)|
|Managerial||Behavioral Interviewing - Management (MS Word)|
|Professional Technical Clinical||Behavioral Interviewing - Professional/Technical Clinical (MS Word)|
|Professional Technical Non-Clinical||Behavioral Interviewing - Professional/Technical Non-Clinical (MS Word)|
|Research||Behavioral Interviewing - Research (MS Word)|
|Skilled Trades||Behavioral Interviewing - Skilled Trades (MS Word)|
|Support Services Paraprofessional Clinical||Behavioral Interviewing - Support Service/Paraprofessional Clinical (MS Word)|
|Support Services Technical – Non Clinical||Behavioral Interviewing - Support Service/Technical Non-Clinical (MS Word)|