Topics Map > Operational Support Resources > 4.7 Human Resources > 4.7.1 Hiring
Hiring - Recruitment - Interviews - IV. Interview Process
All committee members should be interviewing all candidates. If a committee member will not be able to attend an interview, you could request to record the interview with the candidate so the missing committee member can still assess the interview. If one committee member will not be able to attend the majority of the interviews, then they should not attend or assess any of the interviews for this phase. This keeps the assessment of candidates’ fair and equitable. Upon conclusion of the interviews, the interview panel should collect and review the feedback for all the candidates and provide an overview and recommendations to the Hiring Manager/supervisor.
Instructions
A) Hiring Manager Responsibilities
- Send interview summaries to ASU HR
- When submitting your choices for advancing candidates, ASU HR will need an evaluation of all interviews conducted for recruitment records. No personal notes – just assessments of candidates interviewed; one to two sentences with objective, job-related assessments. This statement can be a combined evaluation your panel agrees upon or the Hiring Manager’s assessment. Still, ASU will need reasoning for why each candidate moves forward or does not receive a second interview or an offer for the position. For reference and examples, here are some sample assessment statements:
- Candidate not moving forward: [Candidate] has worked in the human resources field with a few different private companies. Based on her background and interview, it was not clear how effective she would be in this position, which requires periodic high-level analysis for a complex public-sector organization.
- Candidate advancing: [Candidate] has worked in human resources at another institution in the University of Wisconsin System, and her interview answers generally demonstrated knowledge of workforce relations principles. Also, [Candidate]’s writing sample was outstanding.
- When submitting your choices for advancing candidates, ASU HR will need an evaluation of all interviews conducted for recruitment records. No personal notes – just assessments of candidates interviewed; one to two sentences with objective, job-related assessments. This statement can be a combined evaluation your panel agrees upon or the Hiring Manager’s assessment. Still, ASU will need reasoning for why each candidate moves forward or does not receive a second interview or an offer for the position. For reference and examples, here are some sample assessment statements:
B) ASU HR Responsibilities
- Review interview summaries for objective-job related assessments
- Communicate with Hiring Manager to determine if more rounds of interview are needed
Instructions for after the First Round of Interviews
- After one round of interviews has been completed, it is up to the Hiring Manager and Interview Panel to determine if more rounds of interviews are needed or not.
- It is acceptable to complete only one round of interviews if the Interview Panel deems a candidate as prepared to start employment.
- It is also acceptable to conduct more rounds of interviews to learn more about the candidates’ qualifications and experience.
- If no candidates are deemed qualified based on the first round of interviews, it is acceptable to look back into the original pool of applicants and select the next highest scoring applicants to invite for an interview.