Post on 02-Aug-2018
Interview Process
• Administrative Assistant will schedule on-campus interviews
• Agenda is sent to each applicant with a campus map
• Agenda, job description and application materials are sent to everyone participating in the interviews
• Do not deviate from the agenda unless communicated to all parties in advance
• HR will ensure that procurement guidelines are followed throughout the interview process
Interviewing Tips
• Read the job description
• Review the resume
• Pick competencies that you want to assess
• Prepare questions in advance
• Be organized
• Be attentive when the candidate is speaking
• Remember you are representing ONU
Types of Interview Questions
• Behavioral– “Tell me about a time when you had to go above
and beyond the call of duty in order to get a job done.”
• Open Ended– “If you could have the perfect job, what would that
be?”
• Probing– “How did you go about overcoming this challenge?”
• Checking– “What software did you primarily use at your
previous company?”
General Interviewing Guidelines
• Be respectful of the candidates and their
time
– Turn off both office and cell phones
– Don’t make candidates wait, stick to the agenda
– Don’t act like the interview is a burden for you
to participate in
• While the candidates are selling
themselves to you, you also need to sell
ONU to the candidates
Equal Opportunity Employer
“ONU is an equal employment opportunity employer.
Accordingly, no person shall be discriminated against on
the basis of race, color, sex, gender identity, transgender
status, religion, national origin, age, disability, sexual
orientation, marital status, military or veteran status,
genetic information or any other category protected by
federal, state, or local law. This policy applies to all areas
of employment including recruitment, hiring, training and
development, promotion, transfer, compensation,
benefits, discipline, separation and other terms, condition
and privileges of employment.”
Interview do’s and don’ts
• Cannot discriminate based on:– Race
– Color
– Gender identity
– Transgender status
– Sexual orientation
– Religion
– Sex
– Age
– Martial status
– Veterans’ status
– Disability
– National origin
Ask This, Not That…
Unlawful Lawful
Mazur Group. (2014). Candidate Search 101: Finding the Right Person
Interview do’s and don’ts
• Ex. With this position, English language
skills are vital
– You can ask about proficiency in the English
language, but not where they learned the
proficiency
– All questions must be geared toward the job
duties and the ability to do the job
Interview do’s and don’ts
• Simple questions may reveal protected information– Ex. Interviewer: “How was your trip to Ada?”
Interviewee: “It went smoothly, my daughter’s dance recital was last night so I drove in this morning.”
– If a question is asked that reveals protected information, you may respond to their questions, however we caution you from asking any further questions
– When in doubt, refer candidates to HR or the HR webpage for University information
Next Steps
• When the final candidate(s) are narrowed down, the Supervisor/Manager or Search Committee Chair will call the professional references (typically when 1 or 2 candidates are left for consideration)
• HR should be contacted to initiate background check and drug test (if applicable)
Next Steps
• Candidate will be selected based upon Search Committee or Supervisor/Manager recommendations after reference checks are conducted
• HR should be notified in writing of hiring decision
• Supervisor/Manager or Dean/VP will initiate Hiring Proposal in PeopleAdmin
• Faculty positions will be approved by the Dean and also by Academic Affairs
• Administrative Staff & Support-Staff positions require approval from appropriate VP
• Offer details will be reviewed by HR Generalist and HR Director
Next Steps
• Verbal offer can be made by HR or the Supervisor/Manager,
Department Head, or Dean/VP, contingent upon successful
completion of the background check and drug test (if applicable)
• During this step, salary will be confirmed, start date is agreed
upon, and upcoming steps will be discussed
• Once an offer is accepted, HR will send email notification to all
other candidates that they have not been chosen for the position
• Should a candidate call you directly for a status update you may
use the template on the next page or direct them to Human
Resources
– If a candidate was invited to campus for an interview, HR
recommends a personal call or email be sent to the individual from
the Supervisor/Manager or Search Committee Chair letting them
know of the hiring decision
Email Example
Dear (Candidate Name):
Thank you for your interest in the position of (Position Title) and for taking the time to share your qualifications. We recognize and can appreciate the work involved in completing our application process. After the interviewing process was completed, another candidate was determined to better fit the requirements of this position. On behalf of Ohio Northern University, please accept our thanks for your time spent in our interviewing process.
Please keep in mind that other openings may become available in the future for which you are qualified. Please continue to check our web site at http://jobs.onu.edu for available positions.
Should you have any additional questions, please contact the HR office at 419-772-2747 or by emailing hr@onu.edu.
We wish you the very best as you pursue future career opportunities.
Sincerely,
(Your Name)
Video Examples
http://www.youtube.com/watch?v=Z2OJX68BuvI&feature=related
• “Humor” Resources
• How TO Interviewhttp://www.youtube.com/watch?v=AsuzCc4HGus&feature=relmfu