Interviews are your opportunity to ask qualified candidates pertinent questions regarding their skills and to sell the job.
You are not required to interview every candidate. Evaluate all the applications based on the qualifications and skills you are seeking, and interview those who appear most qualified.
As a hiring manager or interview panelist, you are responsible for following federal and state employment laws and University Administrative Policy 46.01 on unfair pre-employment inquiries.
Prepare for the interview
- Review the Fair Pre-employment Guidelines in preparation for developing your interview questions. Establish interview questions and utilize same questions for all candidates interviewed. (Check out behavioral interviewing questions and resources under the "Explore" section of this web page).
- You can not ask about a candidate’s disabilities. Learn about Interviewing Courtesies for Individuals with Disabilities and disability accommodations.
- If a candidate requests an accommodation, you can contact the Disability Services Office and review the Campus Access Guide for Persons with Disabilities.
- Review the candidate’s resume and any additional material before the interview. Highlight any areas of the resume that will need clarification at the time of interview, for example, breaks in employment.
- Provide each member of the interviewing panel/team with a copy of the resumes and the interview questions.
- Prepare a copy of the complete job description to provide to each candidate.
Conduct the interview
- Each candidate should be interviewed by the same person(s)/panel and be asked the same questions. Make notes about the candidate's responses. Collect notes from each person/panelist for the recruitment file.
- Describe the job and how it fits into the department. Explain the role of the department within the University.
- Review the job description with the candidate and identify the relative importance of various job responsibilities.
- If possible, show the candidate the work setting and any challenges of the physical space.
- Ask each candidate if they can perform the essential functions of the position with or without a reasonable accommodation.
- Explain the expectations for quality of work, punctuality, attendance, work schedule, working conditions, etc.
- Review topics such as overtime, flex-time, vacation scheduling (peak work loads), required union dues, etc.
- Review the salary range for the position.
- Make sure to talk about the UW’s excellent benefits package including a wide range of medical/dental/life insurance options, retirement program, tuition exemption, U-PASS, etc. If a candidate has questions about specific details of University benefits, it's best to refer him/her to the Benefits Office or your ES.
- Provide the candidate an opportunity to ask questions.
- During interviews advise candidates that references will be checked on final candidates and verify their consent with a signed Reference Checking Consent and Authorization Form. Collect references from candidates as appropriate. Previous and current supervisors can best attest to the candidate’s experience and performance.
- Good candidates usually have several positions from which to choose, so it is important to make your job attractive and move quickly. Let the applicant know the time frame for making the hiring decision and any change or delays.