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Interviewing Candidates

Prior to interviewing candidates for the position, it is recommended that the manager form a selection panel and selection matrix. A selection panel is a team who conducts interviews and recommends top candidates for the position. A selection matrix is a tool to help objectively compare an applicant’s qualifications to the position’s required qualifications and functions. Guidance on forming a selection panel and selection matrix can be found here.

Managers should aim to keep interviews as consistent as possible across different candidates. This means asking the same questions and keeping a consistent interview format (remote vs in person) for each candidate. Below are some additional resources on forming interview questions and best interview practices.

• Interview Question Bank - by competency

• Interviewing Basics

• Interviewing Dos and Don'ts

Hiring Preference

Some candidates may be designated as having a hiring preference in Workday. These candidates are entitled to a preference in employment over other applicants for the same position who do not have greater qualifications. Below are the types of hiring preferences:

• Veteran’s Employment Preference

• Former Foster Child

• Special Hiring Preference

Reference Checks

Before making an offer to a candidate, it is important to conduct reference checks. Similar to interviews, managers should keep reference checks as consistent as possible. It is best practice to contact at least two previous employers for each finalist and to ask the same questions in each reference check. Additional guidance for conducting reference checks can be found here.