This guide is intended for the search committee and search chair. The search committee should develop a consistent set of interview questions. Creating these questions in advance ensures that all candidates are evaluated fairly and treated equally, providing each with the same opportunity to showcase their knowledge, skills, and abilities.

• Schedule interviews and events in a manner that ensures consistent treatment of all candidates, including internal candidates (if external candidates participate in phone interviews, internal candidates should have the same opportunity).
• Develop a set of core questions based on the position-related criteria for evaluating candidates. These questions should be designed to assess an applicant’s ability to perform the job.
• Use the same core questions with all candidates to enable comparative judgment and ensure that key position-related information is gathered.
• Consider utilizing competency-based interview questions aligned with VCU’s core competencies.
• Focus questions on results, such as performance in previous or current positions, accomplishments, and productivity.
• Behavior-based questions should be standardized and directly related to the job.
• The interview script should ensure that candidates articulate specific work experiences and professional achievements.
• Assign specific questions to committee members to ask candidates.
• Review the candidate’s application before each interview.
• Be professional, courteous, and attentive at all times.

For a list of sample interview questions, please consult the examples here.

Tips for interviewing for cultural fit

This guide is intended for the search chair and search committee. When developing or asking interview questions, it’s essential to assess whether the candidate aligns with VCU’s mission, vision, and culture. The following guide can help.

General Culture Fit

• To understand a candidate’s values and work behaviors, ask questions about work habits, ideal role, problem-solving skills, and how they manage challenges.
• For each question, evaluate the response based on how well it aligns with VCU’s mission, vision, and culture.

VCU Values

• List VCU’s core competencies, then create associated questions that help reveal how a candidate might react or behave in a situation or environment typical for your department.
• For example, one of VCU’s core competencies is respect for varied perspectives. A question could be, “Tell me how you foster an environment of trust, honesty, and integrity where all individuals are valued and differences are seen as strengths.” Evaluate the response based on how well the candidate demonstrates their ability to embody this value.

Team Culture

• Every team has its unique culture, shaped by the natural dynamics of the role and the personalities within the group.
• Identify key traits of the team and develop a question for each. For example, if you’re seeking someone with resilience, you might ask a situational question such as, “How would you approach a challenge in a situation where resources are limited?”

Organizing an interview

This guide is intended to assist you in organizing and leading the interview process for candidates. It will help you ensure a smooth, consistent experience for both interviewers and candidates.

Interview Planning

• Organize the Process

• Create a process flow map outlining each step in the process, such as:

• Initial phone/video screen

• First round of interviews

• Second round of interviews

• Team presentation

• Involve the search committee in the process flow map creation.

• Implement standardized feedback mechanisms for all interviewers.

• Schedule post-interview debriefs to assess the candidate and process.

• Communicate

• Notify candidates about next steps as they progress or are eliminated.

• Follow up with interviewers if significant discrepancies in candidate evaluations arise.

• Emphasize the importance of deadlines for feedback and punctuality for interviews.
  
  

• Pre-Interview Checklist

• Review materials: Re-read the job description and the candidate’s resume.

• Prepare questions: Print out the questions you plan to ask the candidate.

• Confirm logistics: Double-check room availability and technical support.

• Ensure that each interviewer has the following:

• Job description

• Candidate’s resume

• Correct interview time and location

• Information about who the candidate will report to and collaborate with 

• Instructions on interview topics or direction (if predetermined)

• Basic department/unit information

• Next steps in the process

1. Follow up by soliciting feedback and/or attending post-interview debrief sessions.
   
   

• Ensure Consistency in Interviews: Ensure all interviewers provide a consistent VCU narrative and are well-informed about the candidate and the position. This includes:
  
  

• About VCU

• VCU Mission statement

• Key dates and metrics (e.g., year founded, total employees), benefits (vacation, health insurance, perks).
  
  

• The Position

• Mission and function of the department or team

• Title and responsibilities (as per the job description)

• Reporting structure

• Key cross-functional team members

1. Future departmental initiatives
2. Career growth opportunities
3. Potential start date

• Salary range (if appropriate)
  
  

• Notify Candidates

1. VCU’s applicant tracking system provides standard non-selection emails. Ensure these are sent when a candidate will not be moving forward.
2. In your communication, mention if you would like the candidate to apply for future roles at VCU.

• Call non-selected candidates who reached the final round of interviews, especially for senior-level positions, spent significant time interviewing, or traveled to the interview.

Use the developing a consistent interview guide to ensure consistency during finalist interviews.