Resumes & Interviews
Responsible party: Hiring Manager
- Create resume-review rubric that matches the job description. All questions and rubrics must be used for all candidates.
- Be specific. For example, for criteria about experience, establish what counts as transferable experience and how you will assess “intangible” skills.
- Apply the resume rubric.
- Ask yourself how your assumptions might impact your rating and be sure that concrete information supports your conclusions.
- Gather views from multiple members of the hiring committee simultaneously and independently
Prepare for Interview & Skills Assessment
Responsible party: Hiring Manager
- Disclose salary range early in the process, preferably when inviting candidates to interview, to confirm candidate interest.
- Prepare interview questions
- Develop standard questions for each interview stage that match the job description. Structure all questions around the core competencies of the role.
- Create evaluation rubrics or “good answers” in advance so all interviewers are clear about what’s needed for the role. All questions and rubrics must be built on the job description and align with each other. All questions and rubrics must be used for all candidates.
- Create behaviorally based questions (“Tell me about a time when...”) rather than hypothetical or philosophical questions. Ensure questions are direct and easy to understand; separate multi-part questions where possible as you ask, or pose the question in writing virtually or in printed form
- Create skills assessments, if appropriate, to measure job-related abilities (e.g., presentation, data analysis, Excel, proofreading, creating a project timeline). Create rating rubric. Have SAHR vet the skills assessment and rubric. Skills assessments can give candidates with nontraditional experience/credentials an opportunity to shine while more directly predicting job performance.
- Plan interviews realistically for candidate and committee member well-being. Consider interview length, breaks, meals, accommodations, evaluation turn-around time, who is necessary to include as an interviewer, and other logistics.
- Create consistent experiences for all candidates and avoid unstructured interviews, such as meals the night before the interview.
- To ensure candidates feel warmly welcomed, tell them why you might offer a gift card rather than dinner: we consider candidate wellness and a