Marketing & Recruiting for Positions / Outreach



The Interview ProcessWhen preparing for and conducting interviews, there can be an overwhelming amount of information to consider. The Inclusion, diversity, equity, and action (IDEA) team in Student Involvement has created this interview guide to help you through the process. Whether it’s figuring out how to find candidates, deciding what to ask, or even how to select the best person for the position, this guide can help ensure you have a successful interview process and put together a well-rounded diverse team. In this worksheet, we have broken the process down into several categories. By considering this information at every step in the interview process, your organization will be on the road to a successful interview season.Categories you’ll find on the pages below:Marketing & Recruiting for positions/outreachCreating Questions – Application & InterviewInterview Prep – Participating in the Interview & Conducting the InterviewDuring the InterviewEvaluating the AnswersSelection ProcessMarketing & Recruiting for Positions / OutreachMake your commitment to diversity, equity, and inclusion clear to all prospective applicants.Ensure your application materials/website allow a diverse set of prospective students to identify with your group.Be intentional with the wording in your marketing and job descriptions. Find a balance between words most often viewed as masculine or feminine. Focus on listing and describing desired skills, not desired characteristics.Example of Skills you could list: Communication, leadership, problem-solving, computer proficiencyExample of Characteristics to be avoided: friendly, outgoing, energeticConsider if any requirements of meeting times could create a barrier for those of different identities. Evaluate if those requirements or barriers could be removed.Example: a student with a low socio-economic status may be required to work a job in the evenings or on weekends.Recruit intentionally.HYPERLINK ""Refer to the Recruitment Practices worksheet on the Student Involvement DEI website.Work with your advisor to post the application everywhere possible (AUinvolve, department listservs, social media posts with a link to the application). Make an effort to go outside of the traditional paths people have taken to the positions Are there different majors, organizations, or backgrounds compared to the students who typically fill this role?If a position requires previous experience in the organization, be up front and clear about it. Consider distributing those position announcements differently than position open to anyone on campus.If experience within the organization is required, listing the position internally instead of using those external channels is fine. Include a diversity statement on applications to show the organization’s commitment to diversity, equity, and inclusion.Creating Questions – Application & InterviewChoose demographic questions wisely.Utilize a post-selection survey, which you can do through AUinvolve, to gather information that is unnecessary to the interview process, especially things that could lead to a form of bias. Example: t-shirt size, dietary restrictions, preferred pronouns, etc. are all things you don’t need until someone already has the position.Utilize outside resources or other organizations to brainstorm, create, and review questions. Behavior Interview Question GeneratorConsider how you can empower students to perform their best in the interview.Provide examples of questions or topics that they may be asked during the interview.Reflective candidates and candidates with learning or processing disabilities will have a more level playing field.Candidates who research and find the best answers are showing an ability to research, synthesize information, and apply it to the position they’re applying for. Be aware of the impacts of using icebreakers at the start of an interview.Icebreakers can blend the line between finding the most talented candidates and the most likable candidates. Identify the criteria for a successful search.Include a description of the position with application materials for those who may not want to ask a question during the interview.A well-defined criteria helps define success during the interview process for evaluators.Don’t be too detailed, just include the key requirements to avoid an intimidation factor for students with less external experience. Focus on listing the non-teachable skills required for the position. Teachable skills can be learned by a candidate when training.Non-teachable skills are the skills someone in the position needs to know on day one.Teachable skills are things someone new to the position could learn in the first few weeks on the job.Avoid token diversity questions. Don’t make it one question, instead integrate concepts of diversity and inclusion throughout the process.Determine what the role of the advisor looks like for interviews (and selections).Interview Prep – Participating in the Interview & Conducting the InterviewIf resumes are required as part of a first cut of applicants:Resumes should be screened to eliminate identifying names, hometowns, or schools to prevent bias.Check your style bias. Not all students had the same access to resume development or education.Auburn University Career Services has great resources for resumes and cover letters. Consider sharing this link in your applications so everyone knows about this helpful resource. Ensure all interviews are held in the same space or the same medium (all in the same room or all on Zoom).Include more than one person in the process of planning and executing the interview or reviewing of applications to provide a system of checks and balances.Review your interview rubric with anyone participating in evaluations to answer questions and create common understanding.Here’s an example of a rubric you could use when scoring candidates.Read the example answers to get a feel for what each competency level looks like.During the InterviewBe aware of cultural differences in communication. Embrace multiple communication styles. Most interviewers look for direct, informal, and immediate communication. Be open to people who communicate in a more formal indirect way and may be more reflective. This could help students from cultures outside the southeast, like international students, be more fairly evaluated. Allow time at the end for the candidate to ask any questions they may have about the organization or experience, so that each candidate can make an informed decision.Allow time at the end for candidates to provide any additional information about themselves that they did not feel they could share in the specified questions.Evaluating the AnswersEach interviewer should provide their own individual score, not a group score.Require interviewers to score each answer immediately after it is provided to help neutralize biases.Don’t have automatic eliminators.Eliminating a candidate because they had one typo in the application is a bad idea. Think about how non-native speakers would be at a disadvantage in this situation. The ‘wrong’ type of clothing or someone getting to an interview a minute late who doesn’t own a car are two more examples of things that shouldn’t automatically eliminate someone.A diverse hiring team promotes diverse hires. A diverse committee includes hierarchy, gender, race, perspectives, etc.Selection ProcessPost-interview reflection: Make sure there is an appropriate amount of time to think about decisions before setting them in stone and announcing them.Always give it at least a day before making the official decision. Sometimes sleeping on it and revisiting the evaluations helps you see things from a more neutral standpoint without preconceived notions or biases.Use comparative evaluations: Review all answers for question #1 together, then question #2, etc. This promotes looking at the question individually and how they answered, without trying to account for the whole person or promote an individual. This helps calibrate evaluations across candidates for even/accurate scoring. It also helps to decrease the reflex to rely on stereotypes/biases of what identities will be better for a position. You are less likely to rely on a candidate who “looks the part.”ResourcesBelow is a link to resources the IDEA team used to put this Interview Process Worksheet together. While the above information is a great starting point, we encourage you to look through any of the sources below that interest you.How to Take the Bias out of InterviewsInterview Bias Kansas Department of Administration Interview Question Generator7 Practical Ways to Reduce Bias in Your Hiring ProcessToolkit to mitigate Bias in Recruitment and Hiring ................
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