OnCampus Visits Lori Anderson Snyder Associate Professor Department of Psychology Distinguished Faculty Fellow Office of the Vice President for Research Purposes for Interviewing and Campus Visits ID: 643547
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Slide1
Final Candidate Interviews and
On-Campus Visits
Lori Anderson Snyder
Associate Professor, Department of Psychology
Distinguished Faculty Fellow, Office of the Vice President for ResearchSlide2
Purposes for Interviewing and Campus Visits
Balance both purposes
Ensure the candidate’s qualifications maximally meet the position criteria
Provide the candidate with a broad perspective of the resources and opportunities at the University
Select the best candidate
Persuade candidates
about OUSlide3
Preparing for Interviewing
The campus visit is a complex situation; attempt to effectively collect information needed to select the best candidateIt is tempting to use intuition and information collected informally to draw conclusions, but research has shown that structured interviews and evaluation of the candidate’s campus visit result in more valid and unbiased hiring decisionsDedicating even a moderate amount of time to this effort will enable better support for hiring decisions and the products are likely to be relevant to future searches as wellSlide4
Preparing for InterviewingSearch Committee Steps
Review established (first and second screening) criteria; determine those criteria on which additional information is needed and/or interviewing is likely to provide useful • Education • Teaching experience • Publication record • Recognition of research in field
• Past funding achievement
Experience teaching and/or interacting with diverse
populationsCultural competenceEffective strategy for obtaining future funding •
Leadership performanceExperience and success in collaborative projectsMentoring effectivenessSlide5
Preparing for InterviewingSearch Committee Steps
2. Develop a set of interview questions relevant to the criteriaDescribe your vision of your research program for the next five years.What strategies have you employed in teaching and working with a diverse population of students?3. To the extent possible, develop a rating scale to evaluate candidates on interview questions
4. Determine how the search committee will conduct the interview (e.g., each committee member asks all candidates a particular question and completes the evaluation)
5. Establish a w
eighting
system to combine ratings of various questionsSlide6
Conducting the Interview
Best Practices for Structured InterviewingAsk identical questions for each candidate and attempt to limit prompting, follow-up questioning, and elaboration on questionsTake notes on each candidate’s responsesBe sure that all interviewers are well-versed on appropriate and inappropriate questions and the impact of implicit bias
Try
to avoid discussing candidates or their answers with others between
interviews (discussing candidates can result in different standards for later candidates)
Search committee interview evaluations should be combined and the final hiring decision made based on the agreed-upon weighting system Slide7
Communication with the Candidate
Many resources are available about Norman and OU; provide these to the candidate prior to the campus visitSooner Way and Live Well at OU
Determine what activities the candidate will engage in
(e.g., job talk, classroom presentation, tour of campus/city, meals, and social events
)Clearly communicate to the candidate the scope of expectations two to three weeks prior to the campus visit and provide a detailed itinerary as soon as possibleSlide8
Marketing OU to the CandidateBe sure to ask about any needs or preferences the candidate may have, including a desire to meet with particular individuals or any dietary
needsWhen making lodging and dining plans, consider candidate requests and how the choices will reflect on OU and NormanVarious sources provide top rated lodging and dining optionsSchedule meals in varied areas, such as campus corner, downtown Norman, and Brookhaven
Consider broadly who the candidate will meet with and provide relevant information, including the position description/ad to each individualSlide9
Marketing OU to the CandidateDesign an itinerary that provides for a spectrum of experiences highlighting the opportunities at OU, while allowing the candidate
down time as well as time to prepare for any presentationsConsider inviting a broad audience to the candidate’s job talk and coordinating such that all candidates have a chance to meet with a diverse group of individuals within the department and across campusProvide
candidates with opportunities to seek information from knowledgeable sources not directly involved in the
searchSlide10
Concluding Suggestions
Consider the dual purpose of the campus visit in all decisionsRely on position criteria to develop interview questions Elicit information from the interview and evaluate responses in a structured way
Carefully plan the campus visit itinerary to create an experience for the candidate that highlights opportunities at OU