Preliminary (first round) interviews are an efficient way for committees to meet a range of qualified candidates who have moved forward after initial screening and discussion by the committee.
– To help make preliminary interviews consistent, fair and effective:
Avoid offering “courtesy” interviews to applicants who do not meet the pre-determined criteria for the job, including internal applicants.
– Conduct all interviews in the same format, under similar conditions, including interviews with internal applicants.
– Search committee chairs should review the list of fair and unfair inquiries with all interviewers.
– Determine interview questions ahead of time. Assign 1-2 questions to each committee member, and ask the questions in the same order each time.
You can find lists of potential interview questions here. Note that many questions ask applicants to provide an example of their work or behavior as opposed to merely describing it.
Examples of diversity-related questions that align with the UW Civil Right Compliance Office’s HR and Employment Practices Checklist include:
“Our University is committed to creating a community where individuals from all backgrounds and experiences have equal opportunities to participate, succeed, and feel a sense of belonging. Describe how your academic, extracurricular, or other relevant experiences support this commitment.”
“Describe how your experiences have prepared you to contribute to a welcoming and inclusive environment at the University.”