Inclusive Hiring Kit

Microlearning Unit 2: Screening and Interviewing

Illustration of three stick figures sitting around a desk. One is in a wheelchair.

Unit Introduction

This unit focuses on inclusive practices and processes related to screening and interviewing for professional positions within the higher education IT community. An important part of the process is to identify the challenges that hiring committees might encounter and work internally or with other colleagues to resolve those issues. Leaders should provide objectives and resources for interview panels to ensure that inclusive processes are followed.

If you have not done so already, consider reviewing the microlearning unit on Planning and Recruiting.

Unit Goals

Improve the Screening Process

  • Before the interview, review interview processes and documents to embed inclusive DEI practices.

  • Use a criteria matrix and/or rubric for initial screening and throughout the candidate review process (interviews, reference checks, etc).

  • Apply any tips you learned from unconscious or implicit bias training. For more information, refer to the implicit bias resources in the microlearning unit on Planning and Recruiting.

Facilitate Inclusive Interview Processes

  • During the interview, stick to agreed processes to ensure fairness in the interview process.

  • Evaluate interview questions in the context of required skills versus preferred skills from the position description. 

  • Include questions that allow candidates to highlight their commitment to DEI, particularly for managerial positions. 

  • Create a welcoming and inclusive environment where both the candidate and interview panel have the capacity to engage without added stress:

    • Ensure your interview panel is representatively diverse.

    • Ask candidates ahead of the interview if they have any accommodation needs.

    • Ask for pronouns and preferred names from all candidates.

    • Be transparent about the interview process and consider sharing interview questions or topics ahead of time to give everyone the opportunity to come better prepared.

    • Be careful to not include questions that may reflect any cultural, gender, or other biases.

  • Consider asking potential interview panel members to shadow current interview panel members to facilitate future inclusive hiring practices.

  • Consider including members from the campus community outside the IT organization, as well as external members of the local community, to gain different perspectives.

  • Highlight and share internal resources that validate your organization’s DEI commitment.

Additional Resources

Criteria Matrix and/or Rubric

Practice for Technical Interviews