{"id":12710,"date":"2021-01-25T13:24:30","date_gmt":"2021-01-25T19:24:30","guid":{"rendered":"https:\/\/wp.stolaf.edu\/hr\/?page_id=12710"},"modified":"2023-06-07T09:01:42","modified_gmt":"2023-06-07T14:01:42","slug":"interview-preparation","status":"publish","type":"page","link":"https:\/\/wp.stolaf.edu\/hr\/interview-preparation\/","title":{"rendered":"Interview Preparation"},"content":{"rendered":"<div data-modular-content-collection><!-- begin-migrated-from-panel-builder -->\t\t\t<div\n\t\t\tclass=\"is-style-default site-section site-panel__accordion panel panel-accordion site-section__bg--default\"\n\t\t\tdata-depth=\"\"\n\t\t\tdata-js-panel=\"accordion\"\n\t\t>\n\t\n\t\t\t<div class=\"is-style-default site-section__inner l-wrapper \">\n\t\n\t\n\t\t\n\t\n\t\n\t<div class=\"is-style-default site-grid site-grid__wrapper\">\n\n\t\t<div class=\"is-style-default site-grid__col\">\n\t\t\t\n<figure class=\"is-style-default c-caption\">\n\n\t\n\n\t\n<\/figure>\n\n\t\t<\/div>\n\t\t<div class=\"is-style-default site-grid__col\">\n\t\t\t<div class=\"is-style-default accordion site-panel__accordion-items\" data-depth=\"0\" data-name=\"accordions\" data-livetext role=\"tablist\" aria-multiselectable=\"true\" data-js=\"accordion\">\n            <article  class=\"is-style-default accordion__row site-panel__accordion-item \" role=\"tab\" aria-selected=\"false\" id=\"accordion-69d23bfe94265-header-0\" aria-controls=\"accordion-69d23bfe94265-content-0\">\n        \t\t<button\n\t\t\t\t\taria-expanded=\"false\"\n\t\t\t\t\tclass=\"is-style-default accordion__header site-panel__accordion-title clearfix\"\n\t\t\t\t\tdata-depth=\"0\"\n\t\t\t\t\tdata-index=\"0\"\n\t\t\t\t\tdata-name=\"title\"\n\t\t\t\t\tdata-livetext\n        \t\t>\n\t\t\t\t\t                    <span class=\"is-style-default accordion__header-inner\">\n\t\t\t\t\t\tForm Search Committee\t\t\t\t\t<\/span>\n                <\/button>\n                <div\n\t\t\t\t\taria-labelledby=\"accordion-69d23bfe94265-header-0\"\n\t\t\t\t\t class=\"is-style-default accordion__content site-panel__accordion-content context-content t-content \"\t\t\t\t\tid=\"accordion-69d23bfe94265-content-0\"\n\t\t\t\t\trole=\"tabpanel\"\n\t\t\t\t\tdata-depth=\"0\"\n\t\t\t\t\tdata-index=\"0\"\n\t\t\t\t\tdata-autop=\"true\"\n\t\t\t\t\tdata-name=\"accordion_content\"\n\t\t\t\t\tdata-livetext\n                >\n\t\t\t\t\t                    <div class=\"is-style-default accordion__content-inner context-content\">\n\t\t\t\t\t\t<p><span style=\"font-weight: 400;\">The use of search committees is required for all positions. A typical search committee is comprised of\u00a0 3-5 individuals for whom the position vacancy has impact. Generally, committee members will not include the outgoing employee or employees who will report to the position.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">The committee should include individuals with different expertise and perspectives; all should have a commitment to diversity.\u00a0<\/span><\/p>\n                    <\/div>\n                <\/div>\n            <\/article>\n\n\t\t\t\n            <article  class=\"is-style-default accordion__row site-panel__accordion-item \" role=\"tab\" aria-selected=\"false\" id=\"accordion-69d23bfe94265-header-1\" aria-controls=\"accordion-69d23bfe94265-content-1\">\n        \t\t<button\n\t\t\t\t\taria-expanded=\"false\"\n\t\t\t\t\tclass=\"is-style-default accordion__header site-panel__accordion-title clearfix\"\n\t\t\t\t\tdata-depth=\"0\"\n\t\t\t\t\tdata-index=\"1\"\n\t\t\t\t\tdata-name=\"title\"\n\t\t\t\t\tdata-livetext\n        \t\t>\n\t\t\t\t\t                    <span class=\"is-style-default accordion__header-inner\">\n\t\t\t\t\t\tTrain Search Committee Members and Additional Interviewers\t\t\t\t\t<\/span>\n                <\/button>\n                <div\n\t\t\t\t\taria-labelledby=\"accordion-69d23bfe94265-header-1\"\n\t\t\t\t\t class=\"is-style-default accordion__content site-panel__accordion-content context-content t-content \"\t\t\t\t\tid=\"accordion-69d23bfe94265-content-1\"\n\t\t\t\t\trole=\"tabpanel\"\n\t\t\t\t\tdata-depth=\"0\"\n\t\t\t\t\tdata-index=\"1\"\n\t\t\t\t\tdata-autop=\"true\"\n\t\t\t\t\tdata-name=\"accordion_content\"\n\t\t\t\t\tdata-livetext\n                >\n\t\t\t\t\t                    <div class=\"is-style-default accordion__content-inner context-content\">\n\t\t\t\t\t\t<p><span style=\"font-weight: 400;\">It is important that all search committee members and anyone else who may be interviewing candidates fully understands the magnitude of conducting legal, confidential, consistent, non-biased, and thorough interviews. Take the time to review interviewing information with all parties well in advance.\u00a0<\/span><\/p>\n<p><b><i>Bias<\/i><\/b><\/p>\n<p><span style=\"font-weight: 400;\">ALL search committee members and anyone else who may be interviewing candidates MUST review the <\/span><a href=\"https:\/\/wp.stolaf.edu\/hr\/files\/2019\/10\/12-Cognitive-Biases-1.pdf\"><span style=\"font-weight: 400;\">12 Cognitive Biases<\/span><\/a><span style=\"font-weight: 400;\">.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Human bias comes in a variety of forms. These biases may be implicit and lead to judging people according to unconscious stereotypes. During the hiring process, it is important to be aware of the following potential biases:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><i><span style=\"font-weight: 400;\">Sourcing bias<\/span><\/i><span style=\"font-weight: 400;\">: If you rely exclusively on the same social networks, or on your same connections, you risk ruling out the best, most diverse talent, simply by not reaching it.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><i><span style=\"font-weight: 400;\">Qualification bias: <\/span><\/i><span style=\"font-weight: 400;\">The most qualified candidate isn\u2019t always the most capable of doing the job. Prizing schooling, or even the prestige of previous employers, limits the diversity of your hires.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><i><span style=\"font-weight: 400;\">Interview bias:<\/span><\/i><span style=\"font-weight: 400;\"> Without a solid framework for guidance, it\u2019s easy to unwittingly discourage a candidate from accepting a position by asking culturally insensitive and potentially illegal questions that delve beyond their ability to do the job.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><i><span style=\"font-weight: 400;\">Assessment bias:<\/span><\/i><span style=\"font-weight: 400;\"> As with interview questions, it\u2019s crucial that any assessments you use during candidate selection target job-specific skills and don\u2019t unfairly impact one protected class over another.<\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">Do NOT search candidates\u2019 social media profiles as this can be a source of bias.<\/span><\/p>\n<p><b><i>Legal questions<\/i><\/b><\/p>\n<p><span style=\"font-weight: 400;\">Refer to <\/span><a href=\"https:\/\/wp.stolaf.edu\/hr\/files\/2019\/07\/Interview-Questions-to-Avoid.pdf\"><span style=\"font-weight: 400;\">Interview Questions to Avoid<\/span><\/a><span style=\"font-weight: 400;\"> for the differences between illegal and permissible interview questions. All those involved in the hiring process should be familiar with the interview questions. Consistently asking each candidate the same set of predetermined of questions can help prevent allegations of discrimination as a result of an interview question.<\/span><\/p>\n<p><b><i>Consistency\u00a0<\/i><\/b><\/p>\n<p><span style=\"font-weight: 400;\">Consistency is important. Ask all candidates the same set of questions and take notes on their responses. This provides a good baseline for comparison among candidates and reduces legal risk if the hiring decision is challenged by a candidate alleging differential treatment.<\/span><\/p>\n<p><span style=\"font-weight: 400;\"><br \/>\n<\/span><span style=\"font-weight: 400;\">If you desire further clarification regarding an answer that was provided, it is okay to delve deeper. Examples include:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">What did you do?<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">What did you think about or want?<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">When did this happen?<\/span><\/li>\n<\/ul>\n<p><b><i>Confidentiality<\/i><\/b><\/p>\n<p><span style=\"font-weight: 400;\">We do not want to compromise a candidate\u2019s standing at their current place of employment and ask all employees privy to information about candidates to maintain this information in confidence. Observe the following confidentiality practices:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Do not discuss or share candidate materials to anyone outside of the search process.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Do not reach out to friends or colleagues to discuss any of the candidates.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Do not state any of the candidates\u2019 names on social media.\u00a0<\/span><\/li>\n<\/ul>\n<p><b><i>Notetaking<\/i><\/b><\/p>\n<p><span style=\"font-weight: 400;\">It is important to take notes during the interview. Notes serve two purposes. They help capture the content of the interview versus relying on memory, and they reduce legal risk if the hiring decision is challenged by a candidate alleging differential treatment.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Notes should reflect what the candidate says, rather than how they said it. Record concrete observations. Do not record evaluations, like \u201csociable\u201d or \u201cdifficult\u201d. Do not make notes during the interview regarding physical\/mental characteristics of the applicant.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Candidates sometimes volunteer information that employers may not lawfully consider in evaluating someone for a position. Examples: \u201cI have two children, and we\u2019re expecting another\u201d or \u201cMy spouse is disabled.\u201d Do not follow up on this information even though the applicant brought it to your attention. Do not write this information down. Nod, or say something neutral, and move right on to your next prepared question.\u00a0\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">All search-related materials (i.e. interview notes, rubrics, references, etc.) must be sent to HR for safekeeping. Application materials submitted through PageUp will be retained electronically within the application software.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Interviews may NOT be recorded.\u00a0<\/span><\/p>\n<p><b><i>Security<\/i><\/b><\/p>\n<ul>\n<li aria-level=\"1\"><span style=\"font-weight: 400;\">Job searches are handled through PageUp, the applicant tracking system. Applicant material can be easily viewed in PageUp and the option exists to download application materials as PDF or Excel documents. Caution must be taken when downloading data from the system, since the data is then saved onto your computer or tablet. Do not store the confidential data on your computer, tablet, thumb drive, etc.<\/span><\/li>\n<\/ul>\n<ul>\n<li aria-level=\"1\"><span style=\"font-weight: 400;\">All communication, electronic or hard copy, is discoverable evidence and must be legal and appropriate.<\/span><\/li>\n<\/ul>\n<ul>\n<li aria-level=\"1\"><span style=\"font-weight: 400;\">E-mail documentation can be scrutinized and easily misconstrued. Be careful regarding the mode of communication used to communicate about candidates. Do NOT create any electronic documents or send any emails comparing candidates. ALL communication comparing candidates should be conversations done in person or via phone.<\/span><\/li>\n<\/ul>\n<ul>\n<li aria-level=\"1\"><span style=\"font-weight: 400;\">Do NOT leave voicemails comparing candidates as voicemails are transmitted electronically.\u00a0<\/span><\/li>\n<\/ul>\n<ul>\n<li aria-level=\"1\"><span style=\"font-weight: 400;\">Do NOT forward any information to an e-mail account outside of St. Olaf, including a personal e-mail account. This includes resumes, cover letters, and any other candidate information.\u00a0<\/span><\/li>\n<\/ul>\n<ul>\n<li aria-level=\"1\"><span style=\"font-weight: 400;\">Rule of thumb: if it is locatable, it is admissible in court. Be very cautious when taking notes.<\/span><\/li>\n<li aria-level=\"1\"><span style=\"font-weight: 400;\">After the hire is complete, the hiring manager collects all documentation by all interviewers and sends to HR for safekeeping.\u00a0<\/span><\/li>\n<\/ul>\n                    <\/div>\n                <\/div>\n            <\/article>\n\n\t\t\t\n            <article  class=\"is-style-default accordion__row site-panel__accordion-item \" role=\"tab\" aria-selected=\"false\" id=\"accordion-69d23bfe94265-header-2\" aria-controls=\"accordion-69d23bfe94265-content-2\">\n        \t\t<button\n\t\t\t\t\taria-expanded=\"false\"\n\t\t\t\t\tclass=\"is-style-default accordion__header site-panel__accordion-title clearfix\"\n\t\t\t\t\tdata-depth=\"0\"\n\t\t\t\t\tdata-index=\"2\"\n\t\t\t\t\tdata-name=\"title\"\n\t\t\t\t\tdata-livetext\n        \t\t>\n\t\t\t\t\t                    <span class=\"is-style-default accordion__header-inner\">\n\t\t\t\t\t\tDetermine the Interview Format\t\t\t\t\t<\/span>\n                <\/button>\n                <div\n\t\t\t\t\taria-labelledby=\"accordion-69d23bfe94265-header-2\"\n\t\t\t\t\t class=\"is-style-default accordion__content site-panel__accordion-content context-content t-content \"\t\t\t\t\tid=\"accordion-69d23bfe94265-content-2\"\n\t\t\t\t\trole=\"tabpanel\"\n\t\t\t\t\tdata-depth=\"0\"\n\t\t\t\t\tdata-index=\"2\"\n\t\t\t\t\tdata-autop=\"true\"\n\t\t\t\t\tdata-name=\"accordion_content\"\n\t\t\t\t\tdata-livetext\n                >\n\t\t\t\t\t                    <div class=\"is-style-default accordion__content-inner context-content\">\n\t\t\t\t\t\t<p><b><i>Goal of the initial interview<\/i><\/b><span style=\"font-weight: 400;\">:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Determine if a candidate has the necessary technical skills and confirm they meet the requirements.<\/span><\/li>\n<\/ul>\n<p><b><i>Goal of the on-campus interview:<\/i><\/b><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Determine if a candidate has the necessary soft\/employability skills and will be a good match for the position.<\/span><\/li>\n<\/ul>\n<p><b><i>Interview format options:\u00a0\u00a0<\/i><\/b><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Initial video\/phone interview (either with the hiring manager or the hiring manager and search committee members to narrow down the list of candidates for on-campus interviews)<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">On-campus interview<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Group or panel interview<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Multi-interviewer approach, e.g., immediate supervisor interviews the candidate one-on-one followed by a 3-5 member panel interview of peers<\/span><\/li>\n<\/ul>\n                    <\/div>\n                <\/div>\n            <\/article>\n\n\t\t\t\n            <article  class=\"is-style-default accordion__row site-panel__accordion-item \" role=\"tab\" aria-selected=\"false\" id=\"accordion-69d23bfe94265-header-3\" aria-controls=\"accordion-69d23bfe94265-content-3\">\n        \t\t<button\n\t\t\t\t\taria-expanded=\"false\"\n\t\t\t\t\tclass=\"is-style-default accordion__header site-panel__accordion-title clearfix\"\n\t\t\t\t\tdata-depth=\"0\"\n\t\t\t\t\tdata-index=\"3\"\n\t\t\t\t\tdata-name=\"title\"\n\t\t\t\t\tdata-livetext\n        \t\t>\n\t\t\t\t\t                    <span class=\"is-style-default accordion__header-inner\">\n\t\t\t\t\t\tDevelop Interview Questions\t\t\t\t\t<\/span>\n                <\/button>\n                <div\n\t\t\t\t\taria-labelledby=\"accordion-69d23bfe94265-header-3\"\n\t\t\t\t\t class=\"is-style-default accordion__content site-panel__accordion-content context-content t-content \"\t\t\t\t\tid=\"accordion-69d23bfe94265-content-3\"\n\t\t\t\t\trole=\"tabpanel\"\n\t\t\t\t\tdata-depth=\"0\"\n\t\t\t\t\tdata-index=\"3\"\n\t\t\t\t\tdata-autop=\"true\"\n\t\t\t\t\tdata-name=\"accordion_content\"\n\t\t\t\t\tdata-livetext\n                >\n\t\t\t\t\t                    <div class=\"is-style-default accordion__content-inner context-content\">\n\t\t\t\t\t\t<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Ask effective and legal questions. A good question is job-related, focused on past behavior, and open ended.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Prioritize the list of the most important job qualities and functions that are critical to the position.\u00a0<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Prepare interview questions designed to assess the candidate\u2019s relevant experience, knowledge, skills, and abilities.<\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">If only one interview will be held, be sure to ask both technical and behavioral questions. If two interviews will be held (video\/phone and on-campus), the first interview should focus more on technical skills questions to determine if the person can do the job. The second interview should focus more on behavioral questions.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Past performance is one of the best predictors of future performance. The most effective questions to ask a candidate are behavioral based questions which require the candidate to describe specific situations, actions and outcomes from their past experiences. Your role as the interviewer is to \u201cdig down\u201d and ask probing questions, always with the goal of trying to get at <\/span><i><span style=\"font-weight: 400;\">\u201cwhat did you do?\u201d<\/span><\/i><\/p>\n<p><b><i>College Required Interview Questions<\/i><\/b><\/p>\n<p><span style=\"font-weight: 400;\">See <\/span><a href=\"https:\/\/wp.stolaf.edu\/hr\/files\/2019\/11\/Interview-Questions-Guide.docx\"><span style=\"font-weight: 400;\">Interview Questions Guide<\/span><\/a><span style=\"font-weight: 400;\"> for college required interview questions and more examples for job specific questions.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">The following topics must be asked of every candidate:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Why are they interested in the job and why are they considering leaving their current employer<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Previous work experience and reasons for leaving these jobs<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Minimum of 1 diversity question<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Technical skills, examples of what they\u2019ve done using those skills, and the most advanced functions utilized<\/span><\/li>\n<\/ul>\n<p><b><i>Legal questions<\/i><\/b><\/p>\n<p><span style=\"font-weight: 400;\">Refer to <\/span><a href=\"https:\/\/wp.stolaf.edu\/hr\/files\/2019\/07\/Interview-Questions-to-Avoid.pdf\"><span style=\"font-weight: 400;\">Interview Questions to Avoid<\/span><\/a><span style=\"font-weight: 400;\"> for the differences between illegal and permissible interview questions. Consistently asking each candidate the same set of predetermined of questions can help prevent allegations of discrimination as a result of an interview question.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Send the finalized list of interview questions to HR for review a minimum of one week before interviews begin.<\/span><\/p>\n                    <\/div>\n                <\/div>\n            <\/article>\n\n\t\t\t\n            <article  class=\"is-style-default accordion__row site-panel__accordion-item \" role=\"tab\" aria-selected=\"false\" id=\"accordion-69d23bfe94265-header-4\" aria-controls=\"accordion-69d23bfe94265-content-4\">\n        \t\t<button\n\t\t\t\t\taria-expanded=\"false\"\n\t\t\t\t\tclass=\"is-style-default accordion__header site-panel__accordion-title clearfix\"\n\t\t\t\t\tdata-depth=\"0\"\n\t\t\t\t\tdata-index=\"4\"\n\t\t\t\t\tdata-name=\"title\"\n\t\t\t\t\tdata-livetext\n        \t\t>\n\t\t\t\t\t                    <span class=\"is-style-default accordion__header-inner\">\n\t\t\t\t\t\tDevelop Rubric\t\t\t\t\t<\/span>\n                <\/button>\n                <div\n\t\t\t\t\taria-labelledby=\"accordion-69d23bfe94265-header-4\"\n\t\t\t\t\t class=\"is-style-default accordion__content site-panel__accordion-content context-content t-content \"\t\t\t\t\tid=\"accordion-69d23bfe94265-content-4\"\n\t\t\t\t\trole=\"tabpanel\"\n\t\t\t\t\tdata-depth=\"0\"\n\t\t\t\t\tdata-index=\"4\"\n\t\t\t\t\tdata-autop=\"true\"\n\t\t\t\t\tdata-name=\"accordion_content\"\n\t\t\t\t\tdata-livetext\n                >\n\t\t\t\t\t                    <div class=\"is-style-default accordion__content-inner context-content\">\n\t\t\t\t\t\t<p><span style=\"font-weight: 400;\">Develop a list of selection criteria and a process for rating candidate applications before beginning the application review process.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Use the <\/span><a href=\"https:\/\/wp.stolaf.edu\/hr\/files\/2019\/11\/Video-Phone-Interview-Form.docx\"><span style=\"font-weight: 400;\">Video\/Phone Interview Evaluation<\/span><\/a><span style=\"font-weight: 400;\"> for the first round of interviews, and the <\/span><a href=\"https:\/\/wp.stolaf.edu\/hr\/files\/2019\/10\/Candidate-Interview-Evaluation.docx\"><span style=\"font-weight: 400;\">Candidate Interview Evaluation<\/span><\/a><span style=\"font-weight: 400;\"> form for on-campus interviews. If there will be only round of interviews, simply use the Candidate Interview Evaluation form.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Rating candidate applications can be as simple as using exceptional, above average, average, satisfactory, and unsatisfactory. Sample criteria for a rating scale can be found in the <\/span><a href=\"https:\/\/wp.stolaf.edu\/hr\/files\/2019\/07\/Candidate-Interview-Evaluation-Rubric-5-20-19.pdf\"><span style=\"font-weight: 400;\">Candidate Interview Evaluation Rubric<\/span><\/a><span style=\"font-weight: 400;\">.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">The selection criteria must be directly related to the job duties and knowledge, skills, and abilities (KSA) outlined in the job description. Modify accordingly. Additional criteria ideas for the Candidate Interview Evaluation form can be found in the <\/span><a href=\"https:\/\/wp.stolaf.edu\/hr\/files\/2019\/10\/Additional-Candidate-Interview-Evaluation-Topics.docx\"><span style=\"font-weight: 400;\">Additional Candidate Interview Evaluation Topics<\/span><\/a><span style=\"font-weight: 400;\"> form.<\/span><\/p>\n                    <\/div>\n                <\/div>\n            <\/article>\n\n\t\t\t<\/div>\n\t\t<\/div>\n\n\t<\/div>\n\n\n\t\t\t\t\n\t\t\t<\/div>\n\t\n\t\t\t<\/div>\n\t\n<!-- end-migrated-from-panel-builder --><\/div>","protected":false},"excerpt":{"rendered":"","protected":false},"author":6114,"featured_media":0,"parent":0,"menu_order":0,"comment_status":"closed","ping_status":"closed","template":"","meta":{"_acf_changed":false,"footnotes":""},"class_list":["post-12710","page","type-page","status-publish","hentry"],"acf":[],"jetpack_sharing_enabled":true,"_links":{"self":[{"href":"https:\/\/wp.stolaf.edu\/hr\/wp-json\/wp\/v2\/pages\/12710","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/wp.stolaf.edu\/hr\/wp-json\/wp\/v2\/pages"}],"about":[{"href":"https:\/\/wp.stolaf.edu\/hr\/wp-json\/wp\/v2\/types\/page"}],"author":[{"embeddable":true,"href":"https:\/\/wp.stolaf.edu\/hr\/wp-json\/wp\/v2\/users\/6114"}],"replies":[{"embeddable":true,"href":"https:\/\/wp.stolaf.edu\/hr\/wp-json\/wp\/v2\/comments?post=12710"}],"version-history":[{"count":15,"href":"https:\/\/wp.stolaf.edu\/hr\/wp-json\/wp\/v2\/pages\/12710\/revisions"}],"predecessor-version":[{"id":14688,"href":"https:\/\/wp.stolaf.edu\/hr\/wp-json\/wp\/v2\/pages\/12710\/revisions\/14688"}],"wp:attachment":[{"href":"https:\/\/wp.stolaf.edu\/hr\/wp-json\/wp\/v2\/media?parent=12710"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}