Interviewing Best Practices: Selecting Excellence
A structured interview process is the most effective way to predict a candidate’s future success. By following these evidence-based standards, we ensure that our hiring is equitable, legal, and effective.
The Power of Structured Interviews
Unstructured “chats’ often lead to hiring based on “likability” rather than “capability,” which can introduce unconscious bias.
Behavioral Interviewing (The STAR Method)
The best predictor of future behavior is past behavior. Instead of asking hypothetical questions (“How would you handle...”), ask for specific examples (“Tell me about a time you handled...”).
Encourage candidates to use the STAR method in their responses:
Mitigating Unconscious Bias
We all have biases; the key is to manage them through awareness and process.
Legal & Ethical Boundaries
To uphold Berea’s commitment to equity and comply with labor laws, avoid any questions related to protected characteristics.
| Avoid Asking About | Instead, Ask About |
| Age, graduation dates, or retirement plans. | Their long-term professional goals. |
| Physical or mental disabilities. | Can you perform the essential functions of this job with or without accommodation? |
| Family status, children, or childcare plans. | Their ability to work the required schedule. |
| Religion, political affiliation, or birthplace. | Their experience working with diverse populations. |
Creating a Positive Candidate Experience
Even if a candidate isn’t hired, they should leave the interview with a high opinion of the College.
Behavioral Question Bank
“Tell me about a time when...”
Collaboration & Teamwork
Problem Solving & Adaptability
Service & Student Focus
Leadership & Initiative
Additional Tips
If a candidate gives you a vague answer (e.g., “I’m just a really hard worker”), use these follow-up probes to get the Action and Result of the STAR method: