Policies and Procedures
An interview collects additional information on the applicant's job-related education, experience, knowledge, skills, and abilities. To conduct an effective interview, planning and preparation are essential. A list of interview questions based on the position announcement must be developed and should consider work behavior, types of experiences and achievements, and/or demonstrations of specific skills. Scheduling When scheduling the interview, plan sufficient time for introductions and informal talk, exchange of information about CC and/or the position, interview questioning, and completion of the committee documentation following the interview. Application Review The committee should re-review application materials before the interview to re-familiarize themselves with candidate's backgrounds before the interview. Interview Environment Having a pleasant, comfortable, and private environment for the interview is essential. It reduces the stress for the candidate and allows the committee to get down to business without interruptions. Telephone interviews may also be recorded if all committee members are unable to attend and the candidate consents. The closer the applicant sits to the interviewer(s), the better the communication process will likely be. Keep in mind, however, that the acceptable distance between two people varies by culture and interpersonal comfort. Establish Rapport The interviewer's first role is that of the host. A warm greeting and a suitable introduction stating names and titles will help establish rapport and create a pleasant atmosphere. Creating a favorable impression is important. Following the greeting, informal talk is usually of value. A friendly exchange of comments creates an atmosphere that allows communication to develop more freely. Explain the Purpose and Set Agenda Tell the applicant the scheduled length of the interview and the order in which it will be conducted (rotation of questions to be asked, sharing questions in writing, etc.) and allow the applicant to ask questions. Describe the Job and Organization The interview is a two-way process. The applicant needs to know details about the position and organization. Provide sufficient facts, both favorable and unfavorable, about the department and position in a straightforward manner so that the applicant can make a factual and thorough decision about the suitability of the position. Answer Questions and Allow the Applicant to Add Information The applicant's objectives generally are to gather information about CC and market her/himself. Provide the opportunity for applicants to accomplish these objectives. Document the Interview Take notes during the interview. Record key job-related points without interrupting the flow of conversation. Completely document what was observed and heard in the interview as soon as possible and before beginning the next interview. Conclude the Interview An appropriate way to end the interview is to thank the applicant for her/his time and outline what will happen next. Tell the applicant approximately when the hiring process will be complete and how it will be communicated. Do not make any express or implied commitments to the candidate until after appropriate references have been checked, the hiring authority has concurred with the selection, and proper approval is obtained from the Vice President, Dean and/or President. Evaluate Information Review the minimum qualifications, job description, other items quoted in the job announcement, and interview notes to determine which candidates best match the job. Use only information that is job related. EQUAL OPPORTUNITY EMPLOYER The Colorado College welcomes members of all groups and reaffirms its commitment not to discriminate on the basis of race, color, age, religion, sex, national origin, disability, or sexual orientation in its educational programs, activities, and employment practices.
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Exempt Staff Recruitment Guidelines Nonexempt Staff Recruitment Guidelines > Interview Tips & Pre-Employment Questions |
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Human Resources Office |
