Interview season is creeping up on us. Interviewers and interviewees may wish to check out the new edition of the American Philosophical Association’s Best Practices for Interviewing. It includes an overview of the typical stages of the interviewing process, along with advice for those hiring.
Members of the hiring committee should confine themselves to asking only questions that are pertinent to the candidate’s qualifications for the job. Indeed, it may be a good idea for the hiring committee to specifically discuss what sorts of questions they will ask ahead of time. Candidates should be asked the same kinds of questions in the same order. The basic idea is that that structured interviews are crucial for avoiding unintended bias. Interviewers should make certain that they are not giving some candidates opportunities denied others—for example, giving some candidates a chance to talk about their research while denying that chance to others. Structured interviews do not require that all the questions be identical, since in the normal interview there will certainly be questions that need to be tailored to the specifics of a candidate’s research interests, past teaching experience, and so forth. Structuring the interview to the extent that is reasonable has the advantage of making the interview experience for the candidates as fair and consistent as possible, and also helps preclude the possibility that inappropriate questions will be asked. Members of the hiring committee must not ask illegal question and should familiarize themselves with what is legal/illegal to ask a candidate. Hiring committees should be familiar with institutional guidelines as well.
More here. Discussion welcome.