{"id":12749,"date":"2021-01-25T15:24:24","date_gmt":"2021-01-25T21:24:24","guid":{"rendered":"https:\/\/wp.stolaf.edu\/hr\/?page_id=12749"},"modified":"2023-06-07T09:01:42","modified_gmt":"2023-06-07T14:01:42","slug":"the-interview","status":"publish","type":"page","link":"https:\/\/wp.stolaf.edu\/hr\/the-interview\/","title":{"rendered":"The Interview"},"content":{"rendered":"
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\n \t\t\n\t\t\t\t\t \n\t\t\t\t\t\tSchedule Interviews\t\t\t\t\t<\/span>\n <\/button>\n \n\t\t\t\t\t
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Determine the interview schedule based upon search committee availability.\u00a0 Ensure enough time is allotted before and after the interviews for preparation, candidate rating, discussion, and\/or to prevent candidate overlap.<\/span><\/p>\n

Interviews should ideally be scheduled within days of each other (versus 1 week apart) to ensure each candidate is fresh in the minds of the search committee. Candidates should be given itineraries ahead of time.\u00a0<\/span><\/p>\n

The hiring manager is responsible for scheduling interviews.<\/span><\/p>\n

Reminder: Because the applicants are not viewing the job description on the job postings page, it is important that the hiring manager send a PDF version of the job description to candidates they plan to interview before any phone\/video screens and interviews. This can either be done in a separate email, or can be attached in the Google Meet invitation.<\/span><\/p>\n <\/div>\n <\/div>\n <\/article>\n\n\t\t\t\n

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Video\/Phone interviews<\/b><\/h6>\n

Applicants selected for the video\/phone interview will speak with the hiring manager and\/or search committee members.\u00a0<\/span><\/p>\n

If the search committee and not just the hiring manger is conducting first round interviews, book a conference room, which has the required audio and video equipment. Verify that all equipment works and test for audio and video quality beforehand.\u00a0<\/span><\/p>\n

How to conduct Google Meet interviews:<\/i><\/b><\/p>\n

The college uses Google Meet to conduct video interviews. Google provides a helpful <\/span>guide<\/span><\/a> for scheduling and starting a video meeting.\u00a0<\/span><\/p>\n

When creating the invite, select \u201cadvanced options\u201d and click \u201cmake it a video call.\u201d The candidate and other interviewers\u2019 names can be added to the invite.\u00a0 On the day of the interview, go to the calendar link and click \u201cjoin meeting.\u201d The candidate will click the link in their email to join the meeting.\u00a0<\/span><\/p>\n

On-campus interviews<\/b><\/h6>\n

Ordinarily, 2-3 finalists for each position should be brought to campus for an interview. Candidates selected for on-campus interviews will meet with the hiring manager, search committee members, other department staff members, and potentially the Vice President. It is ideal to coordinate schedules so that candidates only need to come to campus once for the interviews, though some positions may require two visits to campus. HR does not meet with candidates when they are on campus interviewing. HR will have a phone interview with the top candidate at a later time.\u00a0<\/span><\/p>\n

To be equitable, each candidate should have the same interview experience. If Candidates A and B spend 2 hours on campus and have a tour, then candidate C should have the same schedule. Templates found in the <\/span>Applicant Communication Templates<\/span><\/a> document may be used for scheduling phone\/video interviews and inviting candidates to campus for interviews.\u00a0<\/span><\/p>\n

Travel reimbursement<\/b><\/h6>\n

Consult with HR before any travel expenses are incurred for non-local candidates. HR must have a conversation with non-local candidates BEFORE any travel arrangements are made in order to confirm interest, competing offers, salary, etc.\u00a0<\/span><\/p>\n

HR may reimburse recruitment expenses for job candidates in accordance with the Travel and Mean Expense Reimbursement Policy, which can be found in the <\/span>Travel and Meal Expense Reimbursement Policy<\/span><\/a>. This policy is subject to change.\u00a0<\/span><\/p>\n

Generally, travel expense reimbursement is available for up to 1 non-local candidate per open position, if they are the #1 or #2 candidate. For hard to fill positions, recruiting expense reimbursement may be available for 2 candidates per open position; however, the hiring department will need to pay for one of the candidates\u2019 expenses.<\/span><\/p>\n <\/div>\n <\/div>\n <\/article>\n\n\t\t\t\n

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Set a relaxed atmosphere for the candidate. Start with an icebreaker about the weather, etc., or offer the candidate water\/coffee. Have all interviewers introduce themselves and state their title and relationship to the open position.\u00a0<\/span><\/p>\n

Provide the candidate with an overview of the interview format. For instance, tell the candidate that a series of questions will be asked, time will be allowed at the end for the candidate to ask questions, and the interviewers will be taking notes.\u00a0<\/span><\/p>\n

Provide a brief description of the job and any special requirements (e.g., travel, weekend work, overtime, etc.). <\/span><\/p>\n <\/div>\n <\/div>\n <\/article>\n\n\t\t\t\n

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Ask about applicants\u2019 reasons for leaving current and past jobs. Look for this information on the application and discuss this during the initial interview.\u00a0<\/span><\/p>\n

If the reason for leaving is listed as \u201cfired\u201d or \u201cwill explain,\u201d dig deeper for details. It is important to understand why they are leaving their current job and why they left their past jobs. \u201cNew opportunity\u201d is not a good reason. Probe and find out the real reason.<\/span><\/p>\n

Ask about gaps in employment.<\/span><\/p>\n <\/div>\n <\/div>\n <\/article>\n\n\t\t\t\n

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Stick to the script of pre-approved interview questions. Probe for additional information and\/or inquire with relevant follow-up questions about what a candidate said. However, do not ask additional non-relevant questions as all candidates must be asked the same questions.<\/span><\/p>\n

Show respect for the candidate at all times. Remember the 80\/20 rule \u2013 candidates should talk 80% of the time, and interviewers should talk no more than 20% of the time. Listen carefully to what the candidate says, respond when necessary, and always maintain control of the interview.<\/span><\/p>\n

Allow silence so the applicant can gather their thoughts. If it appears that the candidate is challenged by a question, ask the question in a different way so that they better understand what is being asked.\u00a0<\/span><\/p>\n

Keep track of time. If you need to speed up an interview because the candidate is spending too much time answering questions:<\/span><\/p>\n