Now that you've posted an open position and recruited a pool of job applicants, it’s time to start interviewing.
How to Decide Which Applicants to Interview
Consider the following when determining which applicants to interview:
- Before an interview can be conducted, applicants must have an electronic application on file and have applied to your job online
- You can request help reviewing resume packets and assessing the top candidates for interviews—just call a staffing consultant at 512-471-4772 or 1-800-687-4178
How to Prepare for an Interview
Whether this is your first time conducting an interview or you're an experienced interviewer, you'll want to take some of the following steps to prepare:
- Take a class to build your interview-conducting skills—check the work/life calendar of events for upcoming courses that focus on managing and hiring, such as the courses "Managing@UT" and "Strategic Hiring"
- Develop interview questions:
- Focus on the technical and performance skills of the job, and design questions that get specific examples from the applicant about how their experience relates to your position
- If you’re not sure if you can legally ask a question, don’t ask it
- Remember to ask the same questions to every applicant you interview
- Contact a staffing consultant for help coming up with behavior-based interview questions and other hands-on assistance conducting interviews—it's best to involve a consultant from the beginning of the recruiting effort, so call 512-471-4772 or 1-800-687-4178 today!
How to Interview Applicants with Disabilities
One of the most important questions you should ask during the first stages of every interview—whether it's with an applicant who appears to be disabled or not—is, "Can you perform all the essential functions of this position with or without reasonable accommodation?" Depending on the answer, take one of the following actions:
- If the answer is "Yes," the person is still a competitive applicant and is not considered disabled in the context of the job. You should continue with the interview as planned, and not worry about what accommodations will be needed until later in the hiring process—if you eventually decide this person is the best-qualified person for your position and you extend an offer of hire, he or she will then disclose any accommodation requirements and the university will determine if this accommodation requirement is "reasonable."
- If the answer is "No," the interview should end because all qualified applicants are required to perform the essential functions with or without reasonable accommodation.
Interviewing Hearing-impaired Applicants
HR no longer budgets for this but EOS does. Departments should be directed here.