The Interview Process

1. The Interview Process

2. Topics • Interviewing Process/Procedure • Inherent Bias in the Interview Process • Non-Discriminatory Interviewing • Interview Questions

3. Process/Procedure • Interviews are conducted only after receiving certification from ODE • Applies to all interviews, including conferences and phone interviews • Can use phone/Skype/video conference as a first round of interviews • Do not need new ODE certification between rounds of interviews • No limit on number of candidates to interview

4. Process/Procedure • At hire phase, search committee will document the performance of all interviewed candidates. Including candidates who: • Withdrew • Declined the invitation to interview • Did not proceed past phone/Skype/video conference

5. Inherent Bias • Certain inherent biases are present in all human interactions including hiring decisions including the interview process: • Assumptions about physical and social characteristics based on race, gender, and ethnicity. • Assumptions related to the level of position or field of study.

6. Overcoming Inherent Bias in Interviews • Recognizing and accounting for these internal biases can help reduce their impact on the search process and review of candidates. • Openly discussing bias and stereotypes among search committee members. Consciously strive to minimize these influences on the evaluation and interview process.

7. Overcoming Inherent Bias in Interviews • Core set of Interview Questions to be asked of all applicants • Ensure all interviewers are aware of what questions are appropriate/inappropriate • Provide opportunities for underrepresented members of the department to meet all candidates not just candidates from those groups

8. Non-Discriminatory Interviewing • 12 Basic Caveats • Remember an applicant will view even informal conversations as part of the interview process • Interview Questions should be qualification-based

9. Interview Questions • Interview questions should be agreed to by search committee before interviews begin • All candidates should receive same interview questions • Job based • Do not ask questions that are not related to the responsibilities or qualifications for the position

10. Interview Questions • Behavioral Based Interview Questions • Questions designed to give the search committee the best impression of the candidate's qualifications based on their answers. • Questions should elicit open ended answers. • Try to avoid “Yes/No” Questions. • Questions should prompt applicant to discuss their skills/qualifications/experiencein detail.

11. Examples • “Are you capable of working in a team environment?” • This may prompt the applicant to simply answer either yes or no with no elaboration. • “Describe a time where you had to work in a team environment.” • Behavioral Based • Allows for follow up such as “What did you see as the benefits and drawbacks to this type of work environment?”

12. Summary • Interviews may only proceed after receiving approval from ODE • Can use phone interviews as first round • Be cognizant of the inherent bias of search committee members during the interview process • Avoid discriminatory interviewing practices • Behavioral based interview questions

13. Contact Information Office of Diversity and Equity Wood Hall Room 112 Unit 2175 P 860-486-2943 F 860-486-2437 www.ode.uconn.edu Email: hanna.prytko@uconn.edu katherine.johansen@uconn.edu