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Tips On Interviewing University Job Applicants

The document provides tips for interviewing university job applicants. It recommends preparing for the interview by developing standard questions focused on work history and qualifications. Ask open-ended questions to learn more about applicants' experiences, abilities, and motivation. Behavioral questions about past work experiences and problem-solving can provide useful insights. Treat all applicants equally and avoid any biased questions about protected attributes like age, gender, or disability status. Always check references from past supervisors to evaluate an applicant's suitability.

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Renzkhurt bautista
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29 views1 page

Tips On Interviewing University Job Applicants

The document provides tips for interviewing university job applicants. It recommends preparing for the interview by developing standard questions focused on work history and qualifications. Ask open-ended questions to learn more about applicants' experiences, abilities, and motivation. Behavioral questions about past work experiences and problem-solving can provide useful insights. Treat all applicants equally and avoid any biased questions about protected attributes like age, gender, or disability status. Always check references from past supervisors to evaluate an applicant's suitability.

Uploaded by

Renzkhurt bautista
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as DOCX, PDF, TXT or read online on Scribd
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Tips on Interviewing University Job Applicants

1. Prepare for the interview by reviewing the job description. Develop a standard list of questions for
applicants. Ask the same general questions of all applicants, and ask only for information that you intend to
use to make a hiring decision. Know how you will use the information to make that decision. Questions you
might ask include:
 Describe a typical day on your most recent job. What were (or are) your primary responsibilities?
 What would you say is your most significant achievement in your current (or previous) job?
 Why do you want to leave your current job?
 What are your key strengths and weaknesses?
 How do you handle stressful situations?
 How would your co-workers describe your personality?
 Describe the last time you took the initiative to solve a problem in the workplace.

2. Avoid asking questions that require only a "yes" or "no" answer. Instead ask questions that encourage the
applicant to express ideas and information and allow more freedom in the response. For example, if you
ask, "Did you like your former job?" you might receive a "yes" or "no" answer. However, if you ask, "What
things did you like most about the job?" you should receive responses that will contribute to your
understanding of the applicant's motivation and ability to perform the job.
3. Behavioral questions can elicit information about what a candidate has done, or will do. For example you
could say "Describe the most difficult decision you ever had to make in your past employment. Reflecting
back, was your decision the best possible choice you could have made? Why or why not?" Or "Describe a
time when you received a complaint from a customer about the service given in your office, and how you
handled it?"
4. Make sure you make the applicant feel comfortable. Put yourself in the applicant's place so you can
understand how they may be feeling.
5. Allow the applicant to do most of the talking. Your objective is to encourage the applicant to talk so that you
can find out about the applicant's qualifications, abilities, experience, motivation, etc.
6. Require the same standards for all applicants. For example, if heavy lifting is part of the essential functions
of the job, apply the same standard to each applicant whether they are male or female, young or old, etc.
7. Don't ask any questions that may be interpreted as bias against any protected group. Protected groups can
be defined by age, gender, race, color, national origin, religion, veteran status, and disability.
8. Do not ask questions about date of birth, graduation date, gender, race, marital status, children, child-care
arrangements, transportation, financial commitments, religion, disabilities or arrest records. You may ask
about attendance in prior jobs, ability to work the specified work schedule, career objectives and conviction
record if stated on the application and if related to the functions and responsibilities of the job. If you wonder
if it is OK to ask a question and you can't get an answer before the interview, don't ask it.
9. Always check references by contacting the past or current supervisor(s). If you are talking to a past
supervisor, the most important question to ask is "Would you rehire this person?" If the applicant is one of
the final candidates, explain that you will not make an offer without contacting the present supervisor.
10. The Employment Office has no requirements on the number of people a department should interview for a
job opening. However, the Employment Office will monitor applicants who are interviewed for a position in
order to encourage a diverse applicant pool.

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