Final Candidate Interviews and

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Final Candidate Interviews and




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Presentations text content in Final Candidate Interviews and

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 Research

Slide2

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 OU

Slide3

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 well

Slide4

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 effectiveness

Slide5

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 questions

Slide6

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 possible

Slide8

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 individual

Slide9

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

search

Slide10

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


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