The Interview and Reference Check: Support Staff

 

Tips for Conducting the Interview

 

Before the Interview

  • Book an appropriate location

  • Review the job description

  • Draft and agree upon the interview questions to be asked

  • Review the applicant’s application

  • Agree on a format for the interview

  • Ensure that you know and can identify the indicators of the applicant’s ability to perform the job.

During the Interview

  • Introduce committee members

  • Describe the format of the interview

  • Ask open-ended information, situational, and behavioral questions

  • Let the applicant do most of the talking

  • Keep the interview on track

  • Observe nonverbal behavior

  • Take notes

  • Leave time for the candidate to ask questions

  • Ask if you can check references and pursue references not listed on the application

  • Describe the remainder of the search process and the time it will take

  • Thank candidate for his or her time

After the Interview

  • Give the candidate a brief overview or written synopsis of MSU Employee Benefits

  • Answer any questions related to salary

  • Evaluate the candidate

  • Document the Interview

 

Good Interview Questions

  1. Why are you interested in leaving your current assignment and why do you feel that this assignment would be better for you?

  2. Describe the duties of your current job.

  3. What is your favorite part of your current job and why is it your favorite part?

  4. What qualities or experiences make you the best candidate for this position?

  5. Describe a situation in which you did "all the right things" and were still unsuccessful. What did you learn from the experience?

  6. What new skills have you learned over the past year?

  7. Think about an instance when you were given an assignment that you thought you would not be able to complete. How did you accomplish he assignment?

  8. Describe the best boss and the worst boss you have ever had.

  9. Describe your ideal job.

  10. What would your coworkers or your supervisor say about you?

  11. Can you describe how you go about solving problems? Please give us some examples.

  12. What is the biggest conflict you have ever been involved in at work? How did you handle that situation?

  13. Tell us how you would learn your new job in the absence of a formal training program.

  14. How would you characterize your level of computer literacy? What are some of the programs and applications with which you are familiar?

  15. Think about a coworker from the present or past whom you admire? Why?

  16. What are the characteristics that you prize most in an employee? What behaviors or characteristics do you find intolerable?

  17. Do you have any knowledge of the unique role of a land grant university?

  18. How do you feel about diversity in the workplace? Give us some examples of your efforts to promote diversity.

  19. Tell us how you go about organizing your work. Also, describe any experience you have had with computers or other tools as they related to organization.

  20. Tell us about your preferred work environment.

  21. What experiences or skills will help you manage projects?

  22. Tell us how you would use technology in your day-to-day job.

  23. Do you have any concerns that would make you have reservations about accepting this position if it is offered to you?

  24. What do you think most uniquely qualifies you for this position?

  25. Do you have any additional information that you would like to share?

  26. Do you have any questions for us?

 

 

Interview Questions to Avoid

 

You cannot ask any question during an interview that relates to an applicant’s race, color, religion, age, gender, national origin, or disability. In some states, inquires about a candidate’s sexual orientation are illegal. The following questions are merely a few of the questions that should not be asked.

 

Questions to Avoid:

 

Don't Ask

Applicable Law

Are you a U.S. citizen?

Civil Rights Act, Title VII (prohibits employment discrimination based on race, color, religion, sex, or national origin)

Where were you born?

What is your spouse’s name?

What church do you attend?

What is your religion?

What is your race or ethnic origin?

What is your maiden name?

 

What is your birth date?

Age Discrimination in Employment Act

How old are you?

 

Do you have a disability?

Americans with Disabilities Act

Have you ever been treated for an illness?

Why are you in a wheelchair?

 

Are you married?

Civil Rights Act, Title VII

Pregnancy Discrimination Act

Do you have any children?

Do you have child care arrangements?

 

 

 

The following questions should be asked only when there is a bona fide, job-specific reason to ask them. If asked of one candidate, they should be asked of all candidates for the same position.

 

Acceptable Alternative Questions

  • Do you have any responsibilities that conflict with the job’s attendance or travel requirements?

  • Are you able to work in the United States on an unrestricted basis?

  • Are you able to perform the duties on the job description with or without reasonable accommodations?

  • Do you have any conflicts that would prevent you from working the schedule discussed?

  • If hired, can you provide proof that you are at least 18 years of age?

  • Have you worked under any other professional name or nickname?

  • Would you have any problem working overtime, if required?

  • Would anything prevent you from making a long-term commitment to the position and the institution?

 

Conducting the Background Check

When hiring, it is important to request and obtain records that help determine the accuracy of the application and assist in making the employment decision. The information obtained through reference checking is confidential and should be used for business purposes only.

 

Background Check Checklist

  • Ask if there is anyone you should not contact and why you should not contact that person.

  • Ensure that all references are individuals who have worked with the applicant in a professional capacity and are not relatives or friends of the candidate.

  • Ensure that at least one reference is a former or current supervisor of the applicant.

  • Ask the applicant if he or she is professionally acquainted with any of your school’s employees.

  • Ask the applicant if he or she worked under any name other than the one given you.

  • Verify dates of employment, titles, and periods of time in each position.

  • Verify salary (if applicable). Verify education and licenses.

  • Identify strengths and weaknesses.

  • Ask for copies of past performance evaluations.

  • Ask references how well the applicant works with others.

  • Obtain opinions about how the candidate would perform in your position.

  • Ask about the applicant's work ethic.

  • Ask whether the applicant was the subject of any disciplinary action.

  • Ask the candidate’s former supervisor if the applicant is eligible for rehire.

  • Ask why the applicant left the position in question.

  • Compare the information you receive with the information on the application.

  • Document all reference-checking activities.

Form for Checking References Over the Telephone

 

 

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Discrimination based upon race, color, religion, sex, national origin, age, disability, or veteran's status is a violation of federal and state law and MSU policy and will not be tolerated. Discrimination based upon sexual orientation or group affiliation is a violation of MSU policy and will not be tolerated.

 

For information about this site, contact helms@hrm.msstate.edu