Screening Applicants

Members of Screening Committee:



	·	Review the position description.

	·	Review interviewing video: More Than a Gut Feeling.

	·	Use the position description to establish and apply consistent written criteria that is objective and that relates to the requirements of the position.

	·	Develop an interview checklist.

	·	Make and keep a record of the criteria and how it was applied.

	·	Screen application materials to determine candidates to be interviewed.

	·	Consult and use the “Reasons for Non-Selection” list, numbers 1-5.

	·	Reasons for non-selection must be specific and job-related.

	·	Screen applications of qualified applicants and select top candidates.

	·	Develop list of written questions to ask referees by telephone.

	·	Contact top candidates to determine if they are still interested in position. If so, obtain permission to contact references.

	·	Call referees as assigned by Chair and prepare a report.

	·	Develop list of written questions to ask top candidates by telephone.

	·	Participate in telephone interviews for top candidates.

	·	Ask the same questions of each applicant.

	·	Ask only questions that will provide information about the person’s ability to do the job.

	·	Make and retain relevant notes of each interview.

	·	Complete interview checklist.

	·	Determine top candidates after telephone interviews.

	·	Consult and use the “Reasons for Non-Selection” list, numbers 1-5.

	·	Have a category of “second place” or “hold” candidates (those who meet the minimum requirements but may not be the top candidates) whom you may pursue further if first choice candidates do not result in a hiring.
		Correspondence with these individuals should indicate that a final selection has not been made but they will be informed as the search progresses.

	·	After finalists are identified, applicants who are not among the finalists should be notified.

	·	Develop list of written questions to for finalists who are invited for on-campus interviews.

	·	Participate in on-campus interviews for top candidates.

	·	Ask the same questions of each applicant.

	·	Ask only questions that will provide information about the person’s ability to do the job.

	·	Make and retain relevant notes of each interview.

	·	Complete interview checklist after on-campus interviews to assist in determining person to hire for position.

	·	Consult and use the “Reasons for Non-Selection” list, numbers 6-10.

	·	Submit recommendation after selection is made.

	·	Complete alphabetized list of all applicants by race, sex, and reason for non-selection.

SAMPLE FORM

FOR ESTABLISHING CRITERIA FOR IDEAL APPLICANT

What combination of education, knowledge, experience, abilities, and personality traits will the IDEAL applicant possess?

Education/Knowledge	Abilities/Personality	Experience

Interview Question Guide

Persons taking part in interviews of candidates, by telephone or on campus, should familiarize themselves with the position description and with the qualifications required. This will help ensure that questions asked during the interviews are directly related to the position.

Questions unrelated to the position may be perceived as discriminatory.

Appropriate Question Areas	Inappropriate Question Areas
Education	Age
Experience	Religion
	Disability
	Race
	Ethnicity
	Color
	Sex
	National Origin
	Marital Status
	Child Care Arrangements
	Interviewing

QUESTIONS YOU SHOULD NOT ASK:

Have you ever legally changed your name?

What was your original name?

What is your maiden name?

What is your date of birth?

What is your age?

Can you provide proof of age in the form of a birth certificate or baptismal certificate?

Where were you born?

Where were your parents born?

Do you own or rent your residence?

What is your race? Ethnicity?

What is your religious affiliation or denomination?

What religious holidays do you observe?

Are you male or female?

We require that you submit a photograph of yourself with your application.

List the dates you attended or graduated from high school or college.

Of what country are you a citizen?

What is your lineage, ancestry, national origin, descent, parentage, or nationality?

What is your height and weight?

What is your marital status?

What is your spouse’s name?

Have you ever been arrested?

What type of military discharge did you receive?

What is the name of your pastor, minister, or rabbi?

There are more questions that could be added to this list but this list provides a working knowledge of what is best not to ask during an interview by telephone or in an on-campus interview.

Also consult on-target and off-target questions to ask in the Guide to Legal Interviewing and the ADA Guidelines for Interviewers:

http://www.radford.edu/~pers-web/policies.htm

Sample Questions for Reference Checks/Telephone Conversation Notes

Name of Candidate_______________________________________________________

Name of Caller___________________________________________________________

Name of Reference_______________________________________________________

Title_________________________________Organization________________________

Date Called___________________________Phone Number______________________

Questions Notes

How long have you known ____________? In what capacity? How do/did you come in contact with him/her on the job? Could you briefly describe his/her strengths and weaknesses?

Known for:

Capacity:

Strengths:

Weaknesses:

What is his/her leadership style?

To what extent does _________

seek advice from others in making decisions?

Leadership style:

Degrees of Participation

How is _________perceived?

by people within his/her work area
by the faculty
by the administration
by students
by customers

Would this person be better described as an innovator of a “fine tuner”?

Give Examples:

How would you assess his/her ability to retrieve data and generate reports?

How do you assess the personal energy level of __________?

Can he/she handle stress? Can he/she handle criticism?

(Examples)

Energy Level:

Handling stress:

Handling criticism:

How well does ____________relate to the following groups:

Administrators

Students

Faculty

Supervisors

What do you see as ___________”s long term career plans?

Would you comment on __________’s ability to attract and retain high quality people?

(Staff and volunteers)

How would you rate _____________ on:

loyalty

integrity

judgment

as a team player

a communicator

as an organizer

Why do you think_____________ wants the position of ______________

at RU? Is there any reason that you know of why this person wants to leave his/her present position?

Is there anything about_______that you feel would cause another reference person to be cautious or hesitant about recommending him/her for this position?

Is there anything else you may want to add?

Overall, would you recommend __________for the position of

____________?

Note: In case additional references are desired, the committee should contact the applicant for additional names. Or, if the committee desires to contact a certain person, prior approval should be obtained from the applicant.

Further reference checks can be conducted on the finalists (with the finalists’ consent) through focused telephone interviews of references. This method allows for comprehensive coverage of significant data. It also allows for follow-up on interesting or unclear responses. A good reference check can take only ten minutes to conduct. A sample follows:
	How would you evaluate his/her administrative/managerial/supervisory experience, and achievements?


	How would you describe him/her as a person?
		Probes (if not mentioned spontaneously):
		-personal and professional integrity
		-ability to stimulate enthusiasm among others (i.e., subordinates, colleagues)
		-consideration, support, equitable treatment of others
		-effective oral and written communication skills
	What are his/her principal strengths for this position?


	What are his/her principal limitations for this position?


With on-campus finalists, develop a list of answers for anticipated questions, i.e., salary, community surrounding university, area, location, etc.

SAMPLE INTERVIEW QUESTIONS

1.	Tell us something about yourself that we haven’t read in your resume.
2.	What has been your greatest accomplishment?
3.	What personal qualities make you a good_______________________?
4.	Describe your leadership style.
5.	Discuss your experience in _____________________.
6.	What type of management style do you prefer?
7.	What was the most difficult situation you have encountered, and how did you handle it?
8.	All of us have areas in which we would like to change or improve. What are some of yours?
9.	What skills, techniques, and/or strategies can you employ to keep an atmosphere of ___________to all _______________as well as ______________?
10.	What experience have you had that will enhance your ability to ________in something other than a _____________approach?
11.	Why do you like to ____________?
12.	Tell about an experience from your past when you were a valuable member of a team.
13.	What would you do if given a directive you did not agree with?
14.	Detail activities you have been involved in that have required extra time and work.
15.	In addition to your ___________abilities, what would you bring to ___________that would allow you to contribute to the campus community of faculty, staff, students, and the public?
16.	Tell us about your present job responsibilities.
17.	Show or explain an experience or ________________that exemplifies your leadership style.
18.	Tell us how you resolved a difficult situation with an administrator or colleague.
19.	What is your opinion of employee evaluation of supervisors?
20.	What kind of work environment do you work best in?
21.	What are your career goals?
22.	What makes you a desirable candidate for this position?
23.	What do (did) you like best (least) about your current (previous) position?
24.	What characteristics about your former (current) supervisors did (do) you most (least) admire?
25.	If there are gaps in employment history: What did you do between jobs?
26.	What factors are most important to you in choosing a job?
27.	Why are you leaving your present employer?
28.	Why do you want to___________at______________?
29.	What job experiences or educational experiences would be helpful in this position?
30.	Do you have questions about the position or ________________?

SAMPLE INTERVIEW CHECKLIST-1

NAME________________________________POSITION______________________

	____1. Academic Background
	____2. Applicable Work Experience
	____3. Attitude Toward Students
	____4. Ability To Communicate
	____5. Ability to Solve Problems
	____6. Ability to Handle Multiple Assignments
	____7. Warm, Pleasant Personality
	____8. Answers Questions Thoroughly
	____9. Overall Impression
	10. Recommend for This Position _____Yes _____No
	RATING SCALE: 6 – Excellent 5 – Very Good 4 – Good 3 – Fair 2 – Poor 1 – Unsatisfactory

SAMPLE INTERVIEW CHECKLIST – 2

Candidate		Position Applied For			Date
City, State, Zip
Education
Degree	Year		Major	Minor		Granted by




Work Experience
Type	Full-time		Part-time	Years		Where

Factors to be Considered	Satisfactory			Unsatisfactory
Factors to be Considered	6	5	4	3	2	1
Applicable work background
Ability to handle multiple assignments
Develops creative solutions
Ambitions
Initiative/self-reliance
Ability to communicate (mannerisms, speech)
Personality
Professional appearance and demeanor
Answers questions
Recommend for this position
6 = Excellent 5 = Very Good 4 = Good 3 = Fair 2 = Poor 1 = Unsatisfactory

*See also your recruitment guide at http://www.radford.edu/~pers-web/policies.htm.

SAMPLE FORM

FOR ESTABLISHING CRITERIA FOR IDEAL APPLICANT

Interview Question Guide

Sample Questions for Reference Checks/Telephone Conversation Notes

SAMPLE INTERVIEW QUESTIONS

Candidate

Position Applied For

Date

City, State, Zip

Education

Degree

Year

Major

Minor

Granted by

Type

Full-time

Part-time

Years

Where