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Screening and interviewing
We recommend reviewing the Screening and Interviewing microlearning unit and returning here to review notes for each section.
Improve the screening process
- The toolkit recommends using a criteria matrix or rubric for initial screening and throughout the candidate review process. At the University of Iowa, HR recommends using an applicant qualification matrix to help with screening and rating candidates.
- Talk to your HR contact for your hiring process, as they have both the experience and the tools to make this process easier and more consistent across your candidates.
- If you are interested in bias training, you can find more information about what is available at UI:
- Additional considerations during the screening process:
- Consider carefully what will count as relevant experience before you review any resumes or cover letters.
- Will volunteer work count?
- Will coursework count?
- How long must a prior position last before it counts as relevant experience?
- How will higher-level degrees impact experience evaluation?
- If you ask for a degree, what degrees will be considered relevant?
- Answering these questions before you start screening will make it easier to evaluate candidates fairly.
- How will you evaluate when there are differences between a cover letter and a resume?
- Consider screening all candidates at the same time so your personal context is the same or take notes about your personal context for each review session: Were you distracted by something? Were you hungry? Was it right after or while having a cup of coffee?
- Ensure you take good notes on why you think someone is or is not qualified.
- Consider carefully what will count as relevant experience before you review any resumes or cover letters.
Facilitate inclusive interview processes
- Additional considerations during the interview process:
- Know what you can and can't ask. See interviewing tips for supervisors from University of Iowa HR.
- Make sure you have a set question sequence. Follow-up questions can differ based on context, but the base questions should be the same and in the same order for all candidates. Your HR contact can help you prepare an interview script.
- Utilize diverse interview teams
- But don't overburden underrepresented staff
- As you build out your interview team, make sure you know the role of each member of the team and how they will interact with the candidates.
- Stakeholder
- Peer
- Supervisor
- HR