Interviews are used to gather additional information and a deep understanding of each candidate's experiences, knowledge, interest, and competencies as they relate to the position duties/responsibilities and organizational goals and needs. Hiring Managers can either schedule these interviews themselves (or delegate) or work with ASU to schedule interviews. This article contains information regarding interview best practices, scheduling interviews, the interview process, and how to notify candidates who are not moving forward.
Summary
Interviews are used to gather additional and deeper information about a candidates experiences, knowledge, interest, and competencies as they relate the position duties/responsibilities and organizational goals and needs.
Questions asked guide the interview so that critical competencies/requirements are consistently covered with each candidate.
UW-Madison recognizes, however, that conversations during interviews will naturally evolve and provide varying levels of information. This is often a direct reflection of a candidates background and potential fit for a position.
Hiring managers can therefore consider all information collected during an interview when determining which candidate is best suited for the position.
However, Hiring Managers cannot ask about or consider information that includes, but is not limited to, sex, race, color, national origin, sexual orientation, creed, religion, age, marital status, disability, genetic information, political affiliation, ancestry, or demographic or other data limited by state or federal laws.
