7.3 Interviewing Candidates

The interview process serves two primary purposes:

  1. To allow the search committee to assess candidates’ qualifications for the position; and
  2. To allow candidates to assess their interest in employment at Missouri State University. Candidates’ impressions of the University will be influenced by the consideration, competence, and sincerity of each search committee member.

An Interview Questionnaire Guide is available online.

The following recommendations help ensure a fair selection process:

  • Structure the interview to be as consistent as possible for all candidates. Use the same basic questions, setting, time allotment, and interviewers. Please note that it is appropriate to use follow up questions tailored to the candidate’s answers or their professional background.
  • Ensure the questions are related to the requirements of the job and the candidate’s knowledge, skills, and abilities to perform those functions.
  • Avoid theoretical questions such as "How would you go about influencing those you supervise and work with on the benefits of diversity?" A better question would be "How have you influenced those you supervise and work with on the benefits of diversity?"
  • Assess whether the answers to the questions, if used in making a selection, will have a disparate impact on applicants in protected classes and whether the questions are essential to judge an applicant’s qualifications for the position.
  • Do not draw conclusions on candidates prematurely; instead, use the entire interview as an opportunity to gather as much pertinent information as possible.
  • Avoid making assumptions based on perceived race, ethnic background, age, disability, veteran status, marital or familial status, sexual orientation, religion, or other personal characteristics.
  • Ask only for information that can legally serve as a basis for the hiring decision.
  • When the search committee and/or Department Approver have concluded with their questions, the candidate should be provided time to ask questions. To some extent, the quality of the candidate’s questions may indicate how serious they are about the position.
  • Since candidates are generally concerned about time frames, they should be informed of the anticipated date by which they will next hear from the University regarding the search process.