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The Interview
Beware of saying anything that could suggest unstated
criteria such as “We need new, young people with ideas.”
Understanding that minority candidates may have
concerns about the diversity of the campus, search
committees can ask if the candidate has any special
concerns or would like to meet with anyone else on
campus. Search committees should be prepared to offer
candidates assistance with faculty, staff, and student
demographics, programs, and centers. Candidates should
also be provided opportunities during the interview to
ask questions.
Open Sessions
Candidates should have time to interact with faculty,
staff, and students from the department and/or related
departments during open sessions. This provides a good
opportunity for the candidate to determine if he or she is
a good fit with the department. It is important during
these engagements that faculty members are careful not
to solicit personal information unrelated to the position
such as marital or parental status. However, incidental
conversation which includes these topics is permissible.
Additionally, faculty and/or staff members should be
able to address candidate concerns about such things as
schools, spousal employment, and benefits. Faculty
and/or staff members should feel comfortable conversing
with the candidate as they would any other colleague.
Information Packets
We recommend departments put together and mail
information packets to all candidates prior to scheduling
interviews. The packets should include a copy of the
Academic Handbook, department brochure, campus map,
benefit information, cultural and community center
information and brochures, and anything else that could
help the candidate get a feel for the campus and
department. A copy of the local or student newspaper
might provide a sense of the campus and community.
This guide includes a sheet on websites of interest to
visiting candidates which could be copied and included
in the packet (see page 23).
Reference Checks/Letters
Search committees and/or hiring managers are
required to check references or to request letters of
reference. However, telephone calls to candidate’s
references may provide added insight. The
committee should ask permission of the candidate
before calling anyone on the candidate’s prov
ided
list of references. The committee may ask the
candidate if he/she is comfortable with their
seeking additional references from anyone else they
feel appropriate. When contacting a reference, the
committee should describe the position. Areas of
questioning should be consistent across candidates.
Credentials Check
Credential checks are the responsibility of the
hiring unit. Candidates who are being interviewed
for faculty positions should be asked to complete
the Personal Profile Forms (ED and PS).
These forms can be found at
http://www.iu.edu/~uhrs/pubs/forms/hrms/ed.pdf,
(ED) Must be completed by the newly hired
employee.
http://www.iu.edu/~uhrs/pubs/forms/hrms/ps.pdf,
(PS)
For the employee to identify prior work
experience, professional education, licenses etc.
.
Contact the Office of Academic Affairs for more
assistance.
Interview Candidates for Full-time
Faculty Positions
Candidates for full-time, continuing faculty
appointments must normally interview with the
Executive Vice Chancellor for Academic Affairs
and the Chancellor as part of the on-campus
interview process. This includes candidates for
both tenure-track and non tenure-track
appointments. Candidates for temporary or visiting
appointments may interview with the Executive
Vice Chancellor for Academic Affairs and the
Chancellor depending on their availability.
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