Interview
Search and Screen Committee engages in/hosts a face-to-face process designed to learn more about each
interviewee’s qualifications for the job, and to strengthen each interviewee’s interest in and
understanding of the position and the organization. Interview is a mutual process.
Potential for Bias
 Fair vs. exactly the same
Remedies to Bias
 First impressions
 Provide each candidate with what they need to show
you the best they can do
 Assumptions
 Recognize first impressions as possible biases
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Recognizing characteristics like
leadership, persistence,
integrity, creativity…?
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Assuming interests or needs
from identity
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Using “us” as the standard of
measure—not considering
cultural and gender differences
 Speculation
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Evaluating skillful public selfpromotion
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Assuming that questions or
concerns arising in the
interview are candidate deficits
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Assigning meaning without
checking
 Interview questions
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Not pre-planning good
interview questions
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Closed-ended/narrow/scenario
questions
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Too many questions
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How to evaluate the answers
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No follow-up questions
 Open-mindedness
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Look for different ways people demonstrate
leadership, persistence, integrity, creativity…
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Ask about interests or needs
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Question standards of measure—be aware of
cultural and gender differences as positive
 Information
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Recognize questions that require further
research to be answered
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Interrupt speculation and interpretation
 Interview questions
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Pre-plan relevant interview questions
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Open-ended/broad/behavior-based questions
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Performance skills as well as technical skills
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A few questions well explored through dialog
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Expect strengths, weaknesses, and growth
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Ask follow-up questions until you understand
the full range of behavior