Hiring managers should:
- Assign a role for each member of the selection team
- Determine the interview steps (phone screen, Zoom interview, in-person interview)
- Decide if a second interview is needed and how it will differ from the first
- Consider whether additional assessments are necessary (writing sample, presentation, skill demonstration)
Note: Any internal candidate who applies to and meets the minimum qualifications of the position will be eligible to receive an interview. If an internal candidate is not selected for the position, the hiring manager will be responsible for providing feedback to the internal candidate to aid development opportunities.
|Screening Applications & Resumes|
Reasons for screening applicants must be objective and applied consistently. Ensure the interviewed candidates meet all the required qualifications.
NOTE: Do not decline a candidate solely for neglecting to include a cover letter or a list of references unless noted in the job description as a requirement.
Please note that effective January 2023, pursuant to the RI Pay Equity Law requirements, employers are prohibited from asking any wage history from candidates.
Create a structured, formal interview plan that includes standard interview questions. The same questions should be asked to each candidate that is interviewed. The Interview Question Builder helps hiring managers determine interview questions based on the competencies required for the position. See below for best practices for interviewing.
Once interviews are completed each interviewer is expected to provide feedback and a rating in Workday to compare candidates effectively.
Laws and Hiring
Hiring managers must follow Brown's policies and the law when selecting candidates for staff positions. Recruitment Coordinators are available to answer questions about the legality of selection criteria, screening methods, and proposed interview questions. Hiring managers must avoid irrelevant and unlawful interview practices designed to solicit information related to a candidate’s age, race, religion, gender, citizenship and nationality, disability, and sexual orientation. Understanding and complying with the obligation to obtain only job relevant information will help hiring managers reduce liability to themselves and the University. Effective January, 2023 pursuant to the RI Pay Equity Law requirements, employers are prohibited from asking any wage history from candidates.