What are guidelines for interviewing candidates?

Resources

Info, How To, and FAQ's Tools, Forms, Checklists, etc. Policies, Procedures, Laws, Contacts

Selecting a New Hire

 UC Core Competency Model Equal Employment Opportunity Commission (EEOC)

Questions to Avoid

 Interview Rating Guide
Sample Interview Questions
Telephone Interview Guide

ANSWER

Candidate interviews consist of conversations with candidates that assess their skills, knowledge, abilities, experience, attitudes and fit relative to specific job requirements. The process generally includes the following leading practices:

  • Selection committee conducts initial interview (two or more people).
  • Resume is reviewed before the interview (notes should be written on a separate sheet of paper and not directly on to the resume).
  • Rapport is established to welcome and calm candidate
  • Use of open-ended behavioral and competency-based interview questions that are pre-planned and well organized.  
  • Use of effective listening skills refer to the 80/20 rule where candidates talk 80% of the time.
  • Follow up and clarification questions are used to clarify information and elicit or cross reference details.  
  • Notes are taken to record exact quotes and response details for later reference.
  • Contact a UCI Human Resources Recruiter for assistance in writing interview questions.

KEYS TO PREVENTING LIABILITY

The goal of the interview is to determine if the candidate has the skills, knowledge, and abilities to perform the essential job duties by discussing what they have done and how they have performed in previous jobs.

Interview questions and processes must be job-related, nondiscriminatory, and not an invasion of privacy. Candidates are protected under laws that prohibit discrimination. Violations make the University liable.

Discriminatory questions and discussion topics that are never to be asked or discussed include:

  • Nationality or national origin
  • Marital status
  • Age
  • Gender
  • Height/weight
  • Whether or not the candidate has or plans to have children; or is      pregnant; provisions for day care
  • Religious affiliation or beliefs
  • Sexual orientation
  • Disabilities or medical handicaps

Common Hiring Questions

Definitions

Competency is an observable and measurable characteristic that is related to success at work and is based on behavioral skills, knowledge, attributes, or attitudes. 

Competency–based/behavioral questions are questions relating to specific circumstances where candidates provide explanations, and concrete examples of past behavior that demonstrates their competence and expertise in the job-relevant areas being assessed.

The UCI Core Competency Model provides examples of competencies which include:

  • Communication
  • Job Mastery and Continuous Learning
  • Service Focus
  • Teamwork and Collaboration

 Equal Employment Opportunity Commission (EEOC) is the federal agency responsible for enforcing federal laws that prohibit discrimination against a job applicant or an employee based on race, color, religion, sex (including pregnancy), national origin, age (40 or older), disability or genetic information

Office of Federal Contract Compliance Programs (OFCCP) is part of the U.S. Department of Labor and is responsible for ensuring that employers doing business with the Federal government comply with the laws and regulations requiring nondiscrimination.