UAS Template

In-Person/Phone Interview Questions

Candidate Name:______

Hiring Committee Member:______

Please use the STAR process to document strengths and weaknesses:

S / Situation: What was the situation the candidate was faced with or what needed to be accomplished? What were the circumstances?
T / Task: What tasks did the person need to accomplish to deal with the situation? Ask probing questions on Task/Action to understand what candidate did especially if additional detail is needed or person describes these using “we” did.
A / Action: What did candidate do to accomplish the task?
R / Results: What was the outcome? Were the tasks accomplished? Did the actions solve the situation the candidate face? What did the candidate learn from the experience?

1. What aspect(s) of this position interests you? Why?

Notes:

Circle One: Weak Answer Average Answer Strong Answer

All additional questions should speak to specific job duties for the position and famed in a situational manner.

We recommend search committees compose anywhere between six to ten situational interview questions that are rated on an answer quality scale. Recruitment screening materials should be created prior to the HR Recruiter sourcing the position on our UA Careers webpage, and attached the requisition. The search committee chair should consult with their HR Recruiter about appropriate recruitment materials, passive recruiting strategies, and composing a well-balanced search committee.

For example the position includes managing the implementation of upcoming process changes within your department. A good situational interview question to ask is, “Describe a time when you implemented a process change; what was it? What was your process? What was the result?

Notes:

Circle One: Weak Answer Average Answer Strong Answer

Question Tip: Interview questions should be formatted to gain a better understanding of the candidate’s experience. Consider the position requirements, how can you format a question to assess their experience levels in specific areas?

For example the position requires candidate experience with accreditation and compliance regulations. A good situational interview question to ask is: What types of compliance-related site visits and data management support did you review? What was your allotted assessment period?

Notes:

Circle One: Weak Answer Average Answer Strong Answer

Question Tip: Faculty Interview questions should be formatted to align with our mission statement as an education and research institute. Candidates advanced to the interview stage already meet required education and experience requirements, so the interviews is better served to understand their educator perspective in the field.

For example include broad-scope questions about their research: What are your current research interests? In the past how have you involved students in your research?

Notes:

Circle One: Weak Answer Average Answer Strong Answer

Question Tip: An interview should include a question, or two to gage the candidate’s career plan. This can be included in both faculty or staff position interview. These questions/answers can allow search committees to determine if the candidate is just looking for a job, or have aspirations for a long term career in this field, that could be developed at UAS.

For example include a career plan question: How does this position align with your short or long term career goals? Why do you want to teach at UAS specifically?

Notes:

Circle One: Weak Answer Average Answer Strong Answer

Optional Questions:

The following question set should be used after all weighted questions are asked in the interview. These are entirely optional questions, but provide a hiring manager with good insight into the candidate’s expectations about the position. Answers to these questions are not weighted but can be factored into the hiring manager’s overall offer decision.

When would you be able to start in the new position? (no score)

What do you know about the UA system, or UAS in general? (no score)

What were you hoping for in terms of compensation? (no score)

Do you have any questions for us? (no score)

Overall candidate assessment:

The following Strengths/Weaknesses assessment is the hiring committee member’s recomendation to the hiring manager. This should be completed after the interview has adjourned and the search committee member has reviewed all candidate answer notes. The hiring manager will review all candidate assessments and draft an offer justification summary. Please include alternates in the summary and direct your cost center clerk to update applicant statuses for eliminated applicants.

StrengthsWeaknesses

Your assigned HR Recruiter will guide you from the position requisition phase through the online offer made applicant status. At this position the employee will be handed off to the HR Consultant for a new employee benefits orientation and the Payroll Technician for employee/assignment setup.

Please refer to the MyUA Offer Guide (link) for additional information about how to route an offer through our system to HR, Budget/Grants, Vice Chancellor/Provost, and Chancellor.