Interviewing Tools: FAQs Repository

Recommend including approximate amount of travel in job posting. {60% overnight travel; weekly over nights; overnight travel required 5 nights a month}

Recommend using “Open until filled” verbiage and remove the job posting once you have selected your candidate. Or if you would like a definite timeframe with a closing date, it is recommended to use 10-14 days.

Avoid listing the entire salary range given for the position (i.e. $48,699 to $102,558). Get with your budget/fiscal team and narrow the range to what is budgeted OR list a specific salary instead.

State of Missouri’s goal is to complete the hiring process in 45 days from when the job is posted to a conditional offer made to the candidate. *Submit your Request to Fill paperwork to your HR as soon as your current team member submits their resignation.

Review your candidate pool every day to get an idea of who you would like to interview. Don’t wait to review applications until after the job closes!

You can schedule interviews as soon as you receive applications or get with your interview team and block certain days or a week. *Try and schedule your interviews closely together, such as the same day or same week.

Based on survey data received, it’s recommended most candidates prefer 2-3 panel members.

Panel members should remain the same throughout the interview process. You can proceed with the interviews without the panel member. You should not add another panel member if you plan to keep absent member for remaining interviews. Otherwise, it is ok to replace the absent member if needed. If you have more interviews scheduled for later days, that missing panel member may resume their panel role if you so desire. Keep in mind, the absent panel member will not have input on the interviews they missed.

Avoid asking questions related to protected class info:

At times interviewers may need to ask a candidate additional questions to help clarify a candidate’s response to a question. Panel members are allowed to ask follow-up questions if necessary. For instance:

• Initial answers are vague, ambiguous, evasive, or do not fully address the lead question.
• The candidate’s tone changes drastically or word choice becomes negative.
• The candidate seems to have difficulty forming an answer or takes extensive pauses.

Possible follow-up questions that can be asked:

Yes; you can ask about gaps in employment. However, ask all candidates same question about gaps in employment, if applicable. *Make sure to read candidates cover letter, resume or application for this information.

Yes. You can also request candidates to complete this before you schedule interviews and base your interview selection off the responses.

Roughly 10-15 questions that address all areas you are looking for. Interviews should be approximately 45 minutes in length. Do not bog your candidate down in questions. Include questions about inclusivity, building relationships, collaboration and the applicants values. Look for skillsets, learning mindset and how they respond to change.

*Let the candidate tell you what they need, do not make assumptions or state assumptions. If candidate states “yes” they do need an accommodation, panel can ask, “What does that accommodation look like” if the candidate does not provide that information.

Reach out to your HR representative and make them aware of this information.

BE FLEXIBLE. Ask the candidate day/times that might work best for them; ask the candidate if they can complete the interview virtual via Webex or zoom tool instead?

In-person with a multiple person panel (2-3 recommended), Webex or Virtual interview, Phone interview, one-on-one; “group/bulk” hire interviews. If virtual, verify with the applicant that they have a computer, adequate internet connection, and video capability, as well as familiarity with video conferencing.

Yes, you can conduct group hire interviews. Typically, “Group/Bulk” hire interviews are for similar job vacancies (i.e. administrative support assistant, interns or maintenance worker etc.) and candidates are selected on the spot or same day. Collaborate with divisions within your department or other departments with similar vacancies and offer an open day of interviews.

Yes, you can. Decide on a case-by-case basis and talk with your HR representative first on whether or not you should conduct a courtesy interview. Courtesy, by definition, is a polite speech or action. While allowing a candidate who lacks the basic qualifications may seem polite; this action doesn’t advance the strategic goals of the organization. If courtesy interviews and candidate feedback are handled incorrectly, this can cause problems for the organization. It is best practice to have a clear understanding of the qualifications of the vacant position and ensure that hiring practices are geared towards selecting top talent.

Do not write any information down from a protected class category (sex, race, color, national origin, religion) or political views. Use short-hand/key phrases to summarize content; avoid judgement in notes. If using a rating scale- avoid writing your score down while candidate is present and ensure notes justify ratings.

“Candidate volunteered {has children at home}, {is pregnant} or {personal health reason}” or do not write this information down. *We must make our hiring decision on if the candidate meets the job requirements, not if the candidate has children or a health issue.

Up to you or your agency. Rankings are meaningless without knowing an acceptable or reasonable answer for each question you plan to ask.

Ask your top 2-3 candidates to meet you one-on-one for a second interview; give a tour of the work area and more detailed job duties to see if they are still interested; send a writing or critical thinking/skills test to the candidates which can assess their skills more precisely.

Yes. If you want to, do so within two weeks. Second interviews can be formal, informal, roundtable discussion, or an office/lab tour. They should be 30 minutes or less (an exception to that can be made for a long tour).