Step 6 - Interview Preparations
Scheduling Interviews - Once the interview candidates are selected, the hiring supervisor is responsible for contacting them to arrange interviews.
- Schedule an appropriate meeting location in advance.
- Provide the candidate with details about the location, directions and parking.
- Let the candidate know approximately how long the interview will last and who they will be meeting with.
- Ensure your calendar allows ample time for the interview.
Interview Format – generally, interviews may be conducted utilizing these formats:
Phone / Skype Interviews
In some cases, a phone or Skype interview may prove a cost effective, informative tool. Talking to the candidate on the phone or via Skype may enable the supervisor/committee to narrow down the pool of candidates to be invited to Wilkes for an on campus interview.
- Schedule this interview in advance for no more than 30 minutes.
- Explain how the process will work at the beginning of the interview.
- Ask questions related to the resume such
- previous employment
- any other element of the resume that stands out
- Ask questions related to interested in joining Wilkes and/or leaving current position.
- Ask one or two questions specifically related to the job.
- Explain possible “next steps”.
Sample Phone/Skype Questions:
- What prompted you to apply to our University?
- What are some of the things that you value in an employer?
- How would you describe your work style and your work ethic?
- How do you continue to stay current with trends in your field?
- What have you done in the last year to continue your learning/education?
- If you had only on word to describe yourself, what would it be? Why?
- What challenges do you foresee in this type of job and how would you overcome them?
- What do you like most about your current position? Why? What do you like least? Why?
- When did you last receive feedback at work that made you feel proud? When did you receive criticism that upset you?
- What is your motivation to succeed?
- What do you need your next employer to provide for you to succeed?
Please note: All candidates who do not move forward in the selection process will be notified by the Human Resources department via the Applicant Pro e mail system at the end of the search. If the committee prefers, a separate e mail can be sent to the candidates who were interviewed by phone or Skype (see Attachment V) by providing a list of designated candidates and the preferred verbiage to the Human Resources department.
Sample e mail communication:
Since I was last in touch with you, our search committee has met to review the credentials of our applicants, including your own. The committee has now identified a small number of candidates who will move forward in our process.
I write now to tell you that your strengths and accomplishments were not among those that the committee thought might best fit our current needs. On behalf of the search committee, I thank you for your interest in Wilkes and for the privilege of reviewing your credentials.
The committee joins with me in expressing best wishes for your continued professional success.
Chair of the Search Committee
Thank you for your interest in the _____________ position at Wilkes University. The search committee enjoyed meeting with you and appreciates the time you took to discuss this position with us
We have now identified a small number of candidates who will move forward in our process. Your strengths and accomplishments were not among those that the committee thought might best fit our current needs.
On behalf of the search committee, I thank you for your interest in Wilkes University, the time and consideration you gave to our position, and for the opportunity to review your credentials.
Wishing you every success,
Chair of the Search Committee
If a hiring committee is formed, the supervisor may also elect to have the group conduct panel interviews. During the panel process, the entire committee interviews and assesses each candidate’s responses. While the collective opinions often provide insight and guidance, the hiring supervisor is ultimately responsible for selecting the final candidate.
The hiring supervisor may wish to conduct the first interview alone.
The hiring supervisor and next level may wish to interview the candidate jointly. Or the hiring supervisor can interview the candidate one-on-one followed by a next level interview for the final candidates.
Whether the hiring supervisor conducts a panel interview, one: one interview or asks his/her supervisor to participate in the process, when effective questions and interview techniques are utilized to compare each candidate's knowledge, skills, and abilities, the best qualified candidate should emerge from the process.