Interview Training

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