Guidelines for Conducting Effective Employment Interviews

Identify and document competencies necessary to perform the position effectively--Identify the knowledge, skills, abilities, educational requirements, and experiencenecessary to perform the job effectively:• identify knowledge the job holder must possess (knowledge about the competitive/ business environment; expertise in his/her field; knowledge of current trends inthe field; general knowledge of challenges facing higher education, etc.)• define “technical skills” necessary for successful job performance (i.e., wordprocessing skills, fundraising expertise, knowledge of accounting regulations,ability to manage projects...)• identify interpersonal skills and attributes necessary for successful job performance(the ability to effectively lead and supervise people, the ability to motivate others, ,ability to collaborate with others, respect for diversity, respect for confidentiality...)• define what the job holder must be able to do / accomplish in order to be successfulin the position• think about the skills and abilities that will compliment those already presentamong your staff members• consider the kinds of past work experiences and other educational, professional, orcommunity service experiences that may have helped develop desired skills andabilities• think about the importance of commitment to the mission of Franklin & Marshalland ability to help achieve strategic objectivesDetermine in advance whether any skills or abilities will be weighed more heavily thanothers. Also, determine whether prior work experience is an acceptable substitute forformal education. Refer to the written job description when identifying required skillsand abilities. When determining what it will take to be successful in the position,consider getting input from those with whom the job holder will interact. Also, thinkabout what made prior job holders either successful or unsuccessful in the position.Be sure to avoid requirements that could be construed as discriminatory-- For example,avoid requiring candidates be "recent graduates" or "energetic", which might beperceived as wanting young candidates. Instead, you may require that the successfulcandidate be "able and willing to work long hours and a flexible schedule".Be sure all required skills and abilities, prior work experience requirements, andrequired degrees or certifications are truly necessary for effective job performance--For example, requiring a college degree when one is not truly necessary for effective jobperformance may unnecessarily screen out a large number of potential employmentcandidates.It is important to document the skills, abilities, and other qualifications upon which eachcandidate will be evaluated so there is a record of selection criteria.Form the search committee-- Generally, several individuals participate in the searchprocess, forming a search committee. The search committee is typically comprised ofCollege employees (and students, depending on the vacant position) who will frequentlyinteract with the individual hired, both from within and outside the department. Adiverse search committee will help assure different perspectives are considered.