Interviews - Steps, Stages, and Options 

Once the hiring committee identifies the top applicants based on their application materials and with the help of the rubric (and after a hiring committee meeting), it is time to decide on the most appropriate interviewing method to use for the next stage. Please make sure that all candidates in the same stage or tier are interviewed in the same manner and modality (for example, you may not interview local candidates in person and hold Zoom meetings for out-of-state finalists):  

a. HireVue Screening Tool: This screening interview method is ideal for an initial stage interview and recommended when the number of interviews exceeds 4. This is an asynchronous interview and works best when the questions asked are highly technical. It has the added advantage that members of the Hiring Committee don't have to be in the same physical place in order to evaluate the semi-finalists, as they will send in recordings of their interviews.  

b. Google Meet or Zoom: 1-hour interviews are used after the members of the committee review all application materials and select a few finalists, or after a HireVue. Since they are longer interviews that require all committee members to be present, they are not recommended when the number of interviewees is larger than 4. The initial script for these virtual interviews will be identical for all applicants; however, members of the hiring committee are allowed to ask different follow-up questions. When candidates accept your invitation to interview, please notify them that you will be requesting references at this time. 

c. In-Person interviews: These fulfill a very similar function as interviews described under b. but may also be important if you believe that a site or lab visit will be essential for the candidate and the team. If flying in someone from out of state, please understand that the Hiring Supervisor will be in charge of the logistics for travel, hotel, car rental, and meals for the visitor. If you are planning on using funding for travel during recruiting, please notify your unit (approval may be needed), your CIRES Finance Manager, and the CIRES Travel team (cirestravel@colorado.edu) well in advance.  When candidates accept your invitation to interview, please notify them that you will be requesting references at this time.    

Sample interview questions from CU Boulder's Central HR Team

Important Recruitment Responsibilities for the Hiring Supervisor:

• Please keep track of justification of why any (but the hired candidate) is not advancing to the next stage. Affirmative Action law requires these justifications (e.g., “inadequate publication record”, “does not meet minimum qualifications”, “experience not a match”, etc.)
• Please make sure that every single application is reviewed, even if you receive over 100 of them.