Body
First Fridays Session - August 2025
Please see the outline below from part 2 of our conversation about all things hiring.
- Once you have applications, we recommend the following considerations when reviewing them:
- Review applications in a timely manner
- Be fair, consistent, and efficient
- Avoid “hoarding” applications
- Approach the review with positivity
- Get rid of distractions
- Pay attention to the language used within the application materials, especially the answers to supplemental questions
- Wrong employer or position information is used within the cover letter and resume-take note of these situations
- Overly excessive errors within application materials- this is a cause for concern
- Inconsistent career path
- Seemingly overqualified
- AI/Bot applications
- Remember your outline/charge
- Use your rubric
- Avoid getting distracted from the “shiny things”. These are details or information that are good to know but are not critical to the position and can distract from reviewing the application holistically
- HR is seeing higher applicant numbers and applicant pools are getting bigger. When reviewing, make sure you are in a good head space to review the applications so you can be consistent when you are evaluating.
- Your HR staffing partner will spot check but they will not review your whole application pool unless they are your EEO
- Remember the purpose of the position you are hiring for.
Interviews
- Interviewing allows you to get to know the candidate and clarify a position’s responsibility, it helps to determine if the applicant’s background and skills are aligned with the needs of the position.
- Do you have to do an interview before hiring? - Yes
- You need to speak to the person and make sure they understand your expectations of the new position you may be offering them
- It does not have to always be a full hour long interview
- Types of interviews:
- One-on-one
- Part time hourly
- Student workers
- Recommended to have another person in the interview
- Panel/committee
- Spark Hire
- Used as a step within the full interview process
- Helps with larger pools
- Preparing for interview:
- Have a plan, script, or outline
- Prepare your interview questions/ packet. Include a copy of the job description
- You can have a copy of the questions available for the candidate as well so they can read along with hearing the interview questions
- Plan your time and agenda
- Be mindful of time
- Leave time before and after each interview, about 10-15 minutes if possible
- Inform search committee of the structure of the interview
- Round robin, or will each person ask three questions
- Know your candidates ( refresh yourself with the specific of their application ahead of the interview)
- Prepare a good space
- Ensure the interview is done in private
- Reserve a space where you, your interview panel, and your candidate will feel comfortable.
- Pick your interview room wisely
- Be ready to answer candidate’s questions
Evaluation and Selection
- Evaluation
- Use your rubric, notes, reflections
- Remember your outline/your charge
- Contact references
- Should be 3 recent references
- When you are scheduling the reference check time, you can also send the questions to the individual ahead of time as well so they are prepared to answer the questions
- Selection
- Part-time hiring details form
- Candidate recommendation form-full time
- Approvals
- Make offer
- Who does that? - Hiring Manager
- What should be included?
- Timeframe - Give them a few days to respond
Types of Communication
- From HR to candidate
- Confirmation of application
- Inquires and requesting for clarification
- Notifications
- Spark hire invite
- Accommodations
- Travel/lodging arrangements if needed
- Post offer congrats, welcome, onboarding
- From hiring manager/supervisor to candidate
- Interview logistics, scheduling, room reservation, tech needs
- Letting candidates who didn’t make it know
Resources