Step Six: The Interview
Step Six: The Interview
First Impressions
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The interview is a critical component of the candidate evaluation process and often serves as the first direct interaction between the candidate and the search committee. It provides the committee with an opportunity to assess the candidate’s qualifications, communication skills, and fit for the position, while also allowing the candidate to evaluate the department, university environment, and institutional culture.
Interviews should be thoughtfully designed to ensure a positive and respectful experience for all candidates. A designated host should be assigned to welcome the candidate and accompany them throughout their meetings. The committee should foster a welcoming and inclusive atmosphere, ensuring that each candidate is greeted professionally and treated with courtesy throughout their visit.
All candidates must be treated consistently and equitably throughout the interview process, including during campus visits, meals, and informal interactions. Maintaining a high standard of professionalism is essential, as candidates—whether ultimately selected or not—may share their impressions of the institution with others in the field. Ideally, every candidate should leave the interview process with a positive perception of the University of Arkansas.
The Process
- After deciding which candidates to interview, provide each one with information about who will participate in the interviews, an itinerary, length of interview, and any other pertinent information. The more the candidate knows what to expect, the better he/she can prepare.
- Prior to the interview, committee members should review the position description, candidate’s dossier, transcripts (if available), and evaluation form.
- All members should be familiar with the candidate’s formal qualifications, accomplishments, letters of recommendation, and reports of telephone conversations with references (if they have occurred).
Interviewing and Screening Best Practices
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Purpose of the Interview
The interview is a vital component of the hiring process. It provides the search committee or hiring official with the opportunity to evaluate a candidate’s qualifications, communication skills, and potential fit within the institution, while also allowing the candidate to assess the department, institutional culture, and overall university environment.Preparing for the Interview
- The search committee should agree in advance on key topics to be covered during the interview. When appropriate, assign specific questions to individual members.
- Develop a standard set of core questions based on job-related criteria as outlined in the requisition. These same questions should be asked of all candidates to ensure consistency and facilitate comparative evaluation.
- Follow-up questions may vary depending on individual responses, but they must remain job-related and relevant to the position requirements.
- Questions should be reviewed in advance to ensure they do not, directly or indirectly, discourage or exclude candidates from protected groups (e.g., based on age, race, sex, disability, or veteran status).
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Interview Conduct and Candidate Experience
- Assign a host to greet the candidate and accompany them to scheduled meetings.
- Foster a welcoming, inclusive environment. All candidates should be treated with respect and professionalism throughout their visit.
- Provide equal access to opportunities such as teaching demonstrations, presentations, and meetings with faculty, staff, and students.
- Clearly communicate the schedule and expectations to the candidate, including the individuals or groups they will meet with.
- Each candidate should be informed about the next steps in the process and when they can expect to hear from the committee.
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Engagement with the Broader Campus Community
- Candidates may benefit from opportunities to meet with individuals who share similar backgrounds or perspectives. These meetings may include faculty, staff, or students from other disciplines who can speak to aspects of campus life, professional networks, and support systems.
- These interactions should be optional, professionally facilitated, and clearly framed as informational—not evaluative.
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Legal and Policy Considerations
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Avoid any interview questions, remarks, or discussions—whether formal or informal—that touch on protected characteristics or personal matters unrelated to the job. This includes, but is not limited to, questions or comments related to:- Age, race, ethnicity, or national origin
- Sex, gender identity, sexual orientation, pregnancy, or marital/parental status
- Religion or political affiliation
- Disability or medical conditions
- Veteran status or genetic information
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Teaching Demonstrations and Presentations
- If part of the evaluation process, ensure that all candidates are given equivalent opportunities.
- Provide clear guidance about the format, audience, and expectations.
- Inform the candidate who will be in attendance (faculty, students, administrators).
Reference Checks
Process and Consistency
- Use a consistent and equitable reference-checking process for all candidates.
- Request only the types of references (letters or contacts) outlined in the position advertisement.
- References must be limited to those provided by the candidate, unless the candidate grants explicit permission to contact others.
- All reference materials should be submitted to or collected by the search committee chair.
Conducting Reference Checks
- Telephone interviews with references can provide valuable insights. Ask only job-related questions, consistent across all candidates.
- Avoid inquiries into any protected category or personal information not directly related to job performance.
- Document conversations thoroughly and include notes in the candidate’s search file.
- If unsolicited references are received, politely request that feedback remain focused on job-related performance and qualifications.
What about Social Media?
Guidelines for Review
- Hiring managers and search committees must not request usernames, passwords, or changes to privacy settings.
- Do not “friend,” “follow,” or otherwise connect with applicants via personal or institutional social media accounts.
- Review only publicly available social media content.
- Avoid using social media to seek or consider information related to protected characteristics (e.g., age, race, gender, disability, religion, etc.).
Permissible Use
Publicly available information may be reviewed only to verify statements made by the candidate or to identify material that may:
- Indicate misrepresentation on the application
- Reflect illegal or violent behavior
- Demonstrate public conduct significantly misaligned with the responsibilities of the role (e.g., engaging in discrimination or harassment)
Best Practices
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- Apply a consistent process across all candidates.
- Maintain documentation (e.g., screenshots or written records) of any information used in the decision-making process.
- Consider the context and recency of any materials found. Older content may not reflect the candidate’s current professionalism or qualifications.
Background Checks
The University of Arkansas is committed to maintaining a safe and secure campus environment. In accordance with University of Arkansas Systemwide Administrative Memorandum 470.1, Policy on Background Checks and Use of Criminal Record, Financial, and Substance Abuse Testing Information in Employment Decisions, and Fayetteville Policies and Procedures (FPP) 402.1, Background Checks and Substance Abuse Testing, background checks are required as part of the hiring process. FPP 402.1 can be accessed at: https://policies.uark.edu/fayetteville-policies/hmrs/4021.php
Administrators responsible for hiring activities and background checks must reference both the campus and system-wide policies to ensure compliance.
Background checks will be conducted once a candidate becomes the finalist or one of the finalists for a position. Unless prior completion of a check is legally required for the position, hiring units may extend a conditional offer of employment. This offer must be expressly contingent upon the successful completion of a criminal background check, financial history check, substance abuse test, or a combination of these, as determined appropriate by the University. The University reserves the right, in its sole discretion, to determine whether the results are satisfactory.
To determine whether a position requires a background check or test, hiring officials should carefully review the applicable policies. The background check process must be initiated through Workday as part of the University’s formal hiring procedures.