Faculty Hiring Manual 2023–24
Section 3: The Applicant Review Process 

3.3 Preparing for the Initial Interview 

Initial interviews serve several purposes, all of which should be discussed in advance and prepared for carefully by all search committee members. Above all, the interview is designed to gather information about the candidate’s research expertise, teaching experience, and other relevant professional qualifications that will allow the search committee to assess whether the candidate is qualified to fill the role that has been advertised and to evaluate additional attributes for the final hiring decision. The interview also provides the candidate with a realistic and multi-dimensional impression of the position, the department, and the university.

Before proceeding to the initial interview, the search committee should:

• Clarify who will be present at the interview. Only search committee members should participate in interviews.
• Identify selection criteria by reviewing the position posting and responsibilities;
• Develop a standard rating sheet and rubric or matrix for evaluating interviews;
• Develop appropriate and consistent interview questions that minimize implicit biases, promote an inclusive environment, and relate to the rating sheet and rubric. The committee should develop standard questions that will be asked of all applicants and be used to assess their level, variety, and depth of professional experience in all areas necessary to the performance of the position and any other attributes that will be required to do well in the position if hired;
• Review, as necessary, interview questions and topics that are neither appropriate nor legal for an interview;⁸ and
• Assign questions and roles to committee members as appropriate.

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⁸ All committee members should remember that it is illegal to ask candidates questions about their age or genetic information; birthplace, country of origin, or citizenship; disability; gender, sex, or sexual orientation; marital status, family, or pregnancy; race, color, or ethnicity; religion, or any other legally protected status. See Appendix I for variations on questions that are not legal to ask candidates and for the types of questions that would be appropriate.