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Changing the Interviewing Process - A Case Study

Changing the Interviewing Process - A Case Study

Moved from ad hoc to structured interviews, with templates and READMEs for future interviews.
* Created a rubric
* Created baseline questions to ask each candidate
* Provided candidates baseline questions in advance
* Sought written responses the day before we interviewed

Jeremy Friesen

March 27, 2018
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  1. Changing the Interviewing
    Process - A Case Study

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  2. Introduction
    [email protected]
    github.com/ndlib
    Jeremy Friesen
    Digital Library Technologies
    University of Notre Dame
    Presentation at goo.gl/CQR57z

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  3. Abstract
    Moved from ad hoc to structured interviews, with
    templates and READMEs for future interviews.
    ● Created a rubric
    ● Created baseline questions to ask each candidate
    ● Provided candidates baseline questions in advance
    ● Sought written responses the day before we
    interviewed

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  4. Rubric
    First, at Notre Dame we evaluate staff based on:
    ● University Values - nd.edu/faculty-and-staff/
    ● Position Responsibilities
    The established rubric gave equal weight to values and
    responsibilities.

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  5. Baseline Questions
    Hiring committee collaborated to create a set of baseline
    questions that were open-ended and tracked to one or
    more check-boxes on the rubric.

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  6. Providing Questions in Advance
    When reaching out to the candidate for our initial Skype
    interview and then the face to face interview we:
    ● Included the baseline questions for that round
    ● Asked for written responses to some of the questions

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  7. Circulating Written Responses
    On the day before the interviews, we'd circulate the
    written responses to those participating in the interview.
    From those responses, we asked follow-up questions and
    for specific scenarios.

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  8. Interviewers focused on the rubric and answering 3
    questions about the candidate:
    ● Strengths
    ● Concerns
    ● What would the candidate need to succeed
    Evaluation

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  9. When checking references, I circulated the position
    description and asked for the references perspective on:
    ● Strengths
    ● Concerns
    ● What would the candidate need to succeed
    Evaluation

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  10. What I found was:
    ● Interviews were far more interactive
    ● Everyone had time to think on the subjects
    ● Follow-up questions dug deep into specifics
    ● Staff do not understand one of our University values
    ● One candidate self-selected out by saying "I don't do
    essay responses"
    ● Templates rock! As does documentation!
    Observations

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  11. What I will change going forward:
    ● Our first round of questions was perhaps a bit more
    interrogative than I want
    ● Changing the process was confusing, so more
    documentation up front
    ● Clarify for our candidates the evaluation process and
    measurements
    To Change

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  12. As the position is not yet filled, I won't be publishing the
    information (so everyone applying has a fair shake).
    However If you reach out to me, I'll share the
    information. Once the position is filled, I'll publish the
    contents.
    Next Steps

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  13. Introduction
    [email protected]
    github.com/ndlib
    Jeremy Friesen
    Digital Library Technologies
    University of Notre Dame
    Presentation at goo.gl/CQR57z

    View full-size slide