Candidates may be contacted and interviews scheduled upon approval of the Narrative Summary form. Since the interview process can be time intensive and will involve meeting with busy administrators, careful advanced planning on the part of the search committee can help make the process move efficiently and effectively. It may be helpful to arrange potential interview schedules and/or blocks of potential interview time with administrators even before candidates have been finalized.
The interview process provides the department an opportunity to further assess a candidate’s credentials and for the department and university to promote the position and campus to the potential candidates.
- Pay Attention to Detail—The candidate’s first impression of the campus will begin with the scheduling of the interview. Lack of proper planning may be perceived as a lack of interest in the candidate.
- Develop Appropriate and Consistent Itinerary—Determine who should participate in the interview (faculty, staff, administrators, students). Consult calendars and schedule interview appointments as early as possible. Include campus constituents with whom the candidate will interact since it help the candidate understand the relevance of pending position to each person participating in the interview process. Provide a copy of interview schedule to all persons involved in the interview process. Consider scheduling breaks during the day(s) for the candidate. However, avoid having large unscheduled gaps of time during such visits. Remember: OED must be included as part of the itinerary for all on-campus interviews of upper level candidates.
- Meet and Transport Candidate—Make arrangements for meeting the candidate at the airport and transporting him/her to the pre-arranged hotel or housing. Confirm arrangements in advance to include itinerary. Include the name of the person(s) who will provide transportation to and from the airport and to and from the various interview sessions.
- Develop Appropriate Questions—Interviewing candidates is a critical step in the hiring process. Review questions in advance and consult Appropriate and Inappropriate Areas of Interview Inquiries.
Treat all internal candidates with the same professionalism and decorum as exhibited to all external candidates. The itinerary for internal candidates should mirror that designed for interviewing external candidates.