Preparing for the Interview
Interviewing your top candidates allows you to assess their scientific and technical skills, to determine their fluency regarding their publications, and to evaluate their communication skills. Advance preparation will ensure a systematic and inclusive process.
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Review Equal Employment Opportunity laws that exclude references to race, color, religion, national origin, age, disabilities, etc. Review the Interview guide
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Review your objective criteria for the position
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Determine universal questions for all candidates. See sample universal questions
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Develop specific questions based upon candidates’ CVs/resumes
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Prepare technical questions to analyze the candidates’ understanding of their areas of expertise and their technical skills
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Prepare behavioral questions to assess interpersonal skills. See sample behavioral questions
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Address any concerns that arise regarding gaps in education or training
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Clarify both collaborative and independent abilities
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Determine whether others will provide input, e.g., lab members
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Consider how you will obtain feedback from others involved in the interviews
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Obtain feedback individually to avoid a “group” influence
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Individual feedback allows you to detect any unconscious bias
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Conducting the Interview
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Ensure consistency of interviews including in-person vs. virtual interviews
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Consider a brief writing exercise using the same topic for all candidates
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Utilize your universal questions, and specific questions arising from your review of the candidates’ CVs/Resumes
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Test the candidates’ verbal fluency regarding publications, techniques, etc.
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Check non-verbal body language
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Use behavioral questions to probe for positive work ethics, degree of initiative, leadership and team building, and quality of interpersonal relationships
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Use the career development plan form to discuss the candidates’ career goals and identify the candidates’ professional development expectations