A screening criteria template is used to ensure consistent screening.
Ensuring a Diverse Interview Panel:
Aim for multidimensional representation that ensures diversity across a wide range of factors to best reflect and understand the nuances of various candidate pools. Diversity may apply to occupational and departmental. For supervisor/manager recruitments, at least one panel member should be employed outside of the Hiring Department.
Here are examples of multidimensional representation qualifiers for ensuring diverse interview panels:
Training: It is mandatory for all panel members to be current on the Managing Implicit Bias in the Hiring Process eCourse.
It is highly encouraged for one panel member to be current on the UC Hiring for Success eCourse.
Interview panel members you list who have not completed the Managing Implicit Bias in the Hiring Process eCourse in the past two years will be assigned the course automatically.
Trainings are available through the UC Learning Center and due every two years (biannually).
Conflicts of Interest: Individuals with a near-relative relationship with a candidate, cannot serve on the interview panel.
Panel members must disclose if they know the candidates and the nature of that relationship, to their Hiring Manager and the Talent Acquisition Partner , BEFORE interviews.
Panel members must disclose if a conflict develops DURING the interviews.
Questions: Hiring Manager submits interview questions to Talent Acquisition Partner for review.
All candidates MUST be asked the same questions.
Second-round interviews (e.g., presentations, meet-and-greets, tests)
All finalists should go through the same second-round interview process.
Prepare an agenda for each interview:
3. Opportunities for questions
Questions can be asked by panel members on a rotating basis.
All panel members should record notes during or immediately following each interview, for recall and rating purposes.
The Hiring Manager will notify their Recruiter to begin the reference check process once the finalists have been identified. For those managers not using SkillSurvey, please see the Reference Check process page.
Appointments can be made by contacting:
| Policy & Local Practice | Recommendations |
|---|---|
| Some Hiring Departments utilize recruiting processes that require Hiring Managers complete this form for all interviewed candidates. Please work with your Recruiter to verify what processes to conduct. | Refer to the TAM Interview Evaluations Reference Document (PDF) |
Consider this sample communication:
Thank you for interviewing for the __________ position in the _________________ Department at UC Davis Health. The selection process for this position was very competitive and unfortunately, you were not selected. We wish you well in your future endeavors.
| Policy & Local Practice | Recommendations |
|---|---|
| Recruitment documentation: must be maintained by the Hiring Department for FOUR Years from the date of hire, and available for review. | Documents should be stored in a way that they are easily accessible if requested during an audit. |