Referring to the job posting, applicant selection guidelines and criteria should be identified. Defining how and what each applicant will be rated against should be decided prior to application review. If a committee will be used, ensure each member has reviewed and agrees with the selection criteria.
To be considered, candidates must express interest in and apply for an open position by completing the application process via the on-line applicant tracking system maintained by the university.
All applicants must be given equal consideration for the position without regard to:
- National Origin
- Sex (including pregnancy)
- Sexual Orientation
- Gender Identity
- Genetic Information
- Veteran Status
The number of applications can be narrowed, by examining the applicants carefully, by reviewing each person's application, to include, education, employment history and answers provided to supplemental questions. The use of a hiring matrix creates a format to assist with equitable evaluation of applicants to determine who is the most qualified to bring forward for interviews. Per OP 70.03, it is not acceptable to select a hire after interviewing only one candidate. Per Texas Government Code 657, state entities are required to interview at least one qualified veteran if six or fewer interviews are conducted. If interviewing more than six applicants, 20% of those interviewed must be veterans. If there are no identified veterans in the pool, there is no requirement.
A phone screen is a short call with a candidate to determine if they are a good fit to move forward with the hiring process. It can save time and resources. A phone screen is generally 15-30 minutes covering a few basic position and application questions.
When an applicant does not live in the area, or it is not feasible to conduct an in-person interview, a conference or skype interview is acceptable.
Interview The hiring manager and/or selection committee will schedule a time to interact with the candidate and discuss qualifications and soft skills as they relate to the position. This is accomplished through a series of prepared questions that will help identify the most-qualified applicant.
Within the hiring system, hiring managers should add an interview feedback form to all candidate's phone screened or invited for face-to-face interviews.
Prepare Ahead of Time
Be sure to develop your interview format and questions ahead of time. Remember, the interview begins the second the candidate comes through the door. Always be respectful of their time and do your best to begin on time. Allow time for the candidate to ask questions at the end of the interview. At the end of the interview, always give a timeline of what the next steps will be in the process, i.e. when they may be able to receive a call, if there will be a second round of interviews, and the anticipated date to make the hire.
Interview Question Basics
Interviews should be consistent, asking each candidate the same basic, job related questions. The questions you ask may reveal important skills in the applicant. Be mindful because interview questions should be job related.
- Avoid yes/no questions
- Ask questions that solicit actual examples (real life situations) as opposed to hypothetical examples
- Do not give away answers
- Do not just ask questions where the applicant has succeeded
- Avoid phrasing questions that will only obtain a "happy ending"
- Know that questions can have a dual purpose
- Listen to the answers and ask follow-up questions
Please contact the HR Talent Acquisition office if you have a question or are unsure of whether a question is appropriate or not.