Set Interview Questions and Evaluation Forms

You might be saying to yourself after reading the title of this blog post, "Ugh, not another form or rigid process." But there are very practical reasons to have both during the interview process -- here are few key reasons:

• Staying on the same page with colleagues about the essential job requirements and priorities

• Building a comprehensive profile of each candidate

• Applying the same standards to evaluate each candidate

• Recording the evaluation metrics and results in a consistent manner

• Limiting biases and non-essential preferences

• Staying lawful

Optimally, before the job listing is even posted, your hiring committee will meet to create a list of set interview questions and a related evaluation form that tracks each candidate’s response to these questions. If there are older versions of interview questions or the evaluation form available, be sure to review them to ensure the content still reflects the job role and responsibilities, as well as aligns with the updated job description that will be posted. Remember, 2020 changed many roles' responsibilities, often adding more online and remote activities to the day-to-day job function. Don't miss this opportunity to find the person who has the experience to meets today's demands.

Common areas covered during the interview questions include:

• Educational Background

• Prior Work Experience

• Technical Qualifications/Experience

• Administrative and Management Experience

• Leadership Ability

• EQ and Communication Skills

• Critical Thinking and Problem-solving Skills

• Attitude and Motivation

• Institution Enthusiasm

• Role Enthusiasm

Once you create the questions, it is time to develop a related evaluation form. Evaluation forms commonly include Likert scales (e.g., 1-5 scale), and there are many evaluation templates available online. In a quick online search, you can download a template, then add your institution's logo and share the form with your team.

Lastly, some teams go as far as to either have the same person read all questions during a panel interview or assign specific questions to each panel member to make sure that the tone and delivery of the questions are consistent from interviewee to interviewee. A good portion of the interview process should feel repetitive and will better ensure that what stands out are the candidates' responses.

With a little of this recommended prep work, your interview process should help you identify the best candidate for the opening and keep you on the right side of the law.