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Interview & Reference Check Resources

Guidance for Hiring Managers and Interview Teams

The interview process is a critical part of hiring at 91制片厂. These resources are designed to support hiring managers, supervisors, and search committees in conducting interviews that are job鈥憆elated, consistent, equitable, and compliant with University policy and applicable employment laws.

Interviews should be conducted in a structured and consistent manner so that each applicant is evaluated fairly against the same job鈥憆elated criteria.

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Before the Interview

Reviewing Applications

Applications are reviewed by Recruitment Services to ensure applicants meet the minimum qualifications listed in the job posting. Once the applicant pool is released, hiring managers should:

  • Review applications using clearly defined, job鈥憆elated selection criteria
  • Base all criteria on the qualifications and requirements listed in the posting
  • Establish evaluation priorities before interviews begin and apply them consistently

Well鈥慸efined selection criteria improve fairness and support sound hiring decisions.

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Scheduling the Interview

When scheduling interviews, hiring managers should:

  • Select an interview location that is accessible and free from distractions
  • Avoid locations that may create the appearance of bias or inconvenience to applicants
  • Be prepared to provide applicants with:
    • Date, time, and anticipated interview length
    • Names and titles of interviewers
    • Number of interviewers and interview format
    • Building location, directions, and parking information
    • A contact person for questions or scheduling issues

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Developing Interview Questions

Interview questions must be developed in advance and should be based on:

  • The position description
  • Required skills, abilities, and competencies
  • Job duties and performance expectations
  • The applicant鈥檚 prior experience as it relates to the position

All applicants should be asked the same core set of questions. Follow鈥憉p questions may be used to clarify or expand responses, provided they remain job鈥憆elated.

Interview notes are public records and must be retained by the department for seven (7) years. Notes should:

  • Record facts, examples, and behaviors
  • Avoid opinions, judgments, or personal impressions

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Lawful and Unlawful Interview Questions

91制片厂 is committed to non鈥慸iscriminatory hiring practices and compliance with federal and state law. Interviewers must avoid questions that are discriminatory or that may lead to discriminatory outcomes.

Topics That Are Not Permitted

Interviewers may not ask questions related to:

  • Race or ethnicity
  • Gender or marital status
  • Age
  • Religion
  • National origin or citizenship (beyond legal eligibility to work)
  • Disabilities or medical conditions
  • Veteran status details unrelated to job qualifications
  • Family planning, childcare, or personal finances

Any volunteered information that is not job鈥憆elated must be disregarded.

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Interviewing Techniques

Interview Formats

Effective interviews often use a blend of two approaches:

Traditional Interviews

  • Broad, general questions (e.g., 鈥淭ell me about yourself鈥)

Behavioral Interviews

  • Focus on past experiences as predictors of future performance
  • Ask candidates to describe specific situations, actions, and outcomes

Behavioral interviewing is widely recommended for evaluating competencies and job fit.

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Structuring the Interview

Each interview should include:

  • Introductions and overview of the process
  • Core interview questions
  • Opportunities for the applicant to ask questions
  • Job and department information
  • A clear explanation of next steps

Interviews should conclude on a professional and positive note.

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Conducting an Effective Interview

Hiring managers and interview teams should:

  • Create a comfortable, professional environment
  • Minimize interruptions
  • Interview all candidates in the same order and manner
  • Manage time effectively and remain on schedule
  • Avoid signaling hiring decisions during the interview

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Interviewing Skills and Best Practices

Question Effectively

  • Ask questions directly鈥攄o not read from a script
  • Allow silence so applicants can think and respond fully
  • Rephrase or clarify questions as needed
  • Use probing questions to gain depth without leading the applicant

Listen Actively

  • Focus on the applicant鈥檚 responses
  • Avoid assumptions or premature judgments
  • Be mindful of personal bias
  • Allow applicants to fully explain their answers

Take Effective Notes

  • Record key facts and examples only
  • Avoid subjective language or non鈥慾ob鈥憆elated information
  • Ensure notes are clear enough to support decision鈥憁aking later

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Information to Share With Applicants

During the interview, hiring managers may provide information about:

  • Job duties and expectations
  • Work hours and schedule
  • Conditions of employment
  • Training requirements and critical work periods
  • Attendance expectations and inclement weather policies
  • Salary range (as posted)
  • Benefits overview (refer applicants to 91制片厂 Benefits webpage)
  • Work location and environment

Do not make commitments or statements suggesting a hiring decision has been made.

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After the Interview

Immediately following each interview:

  • Review and clarify notes while details are fresh
  • Compare candidates objectively based on job鈥憆elated criteria
  • Conduct follow鈥憉p interviews if additional information is needed

Before making an offer, hiring managers must:

  • Conduct reference checks
  • Submit a hiring review through Workday
  • Obtain all required approvals

Offers may only be extended after required approvals and must be contingent upon a satisfactory background check.

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Reference Checks

Reference checks are a required and important step in the hiring process.

Key Points

  • Reference checks assess past job performance and reliability
  • Applicant consent is required
  • Current employers will be contacted prior to a firm offer
  • Hiring departments are encouraged to consult Employee Relations when checking internal candidates

Conducting a Reference Check

Effective reference checks include:

  1. Preparing job鈥憆elated questions in advance
  2. Asking for factual examples and specific incidents
  3. Verifying employment history and job responsibilities
  4. Comparing information across multiple sources

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Legal Framework

Hiring at 91制片厂 is governed by federal and state laws including, but not limited to:

  • Civil Rights Act of 1964 and 1991
  • Title VII, Title IX
  • Age Discrimination in Employment Act
  • Americans with Disabilities Act
  • Rehabilitation Act of 1973
  • Equal Pay Act

Compliance with these laws protects applicants, hiring managers, and the University.

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Additional Resources

  • Hiring Center
  • Interview Resources
  • Human Resources
  • Office of Equity, Inclusion & Compliance
  • ADA Resources
  • Diversity at 91制片厂

For assistance or questions, contact Recruitment Services .