Setting Up the Interview 

1. Offer Accommodations:

• Include all available accommodations in the interview invitation and encourage candidates to request additional accommodations as needed. Examples include:
  • Virtual interviews via Zoom (with cameras off) or by phone.
  • Casual dress for the interview.
  • Scheduled breaks during the interview.
  • Use of sensory aids or personal materials.
• Be flexible around scheduling. Candidates may be managing many work, family, and community responsibilities.

2. Ensure Panel Diversity:

• Assemble an interview panel that reflects diversity in culture, abilities, credentials, gender identities, and perspectives.
• Include team members beyond faculty, such as administrative or support staff, to provide a broader view of the workplace.

3. Review Biases Before the Interview Starts:

• Before and after each interview, review the list of biases to challenge your assumptions and ensure fair evaluations.

4. Create a Comfortable Environment:

• Opt for sensory-friendly spaces with comfortable seating, scent-free policies, and natural lighting.
• Arrange seating in a round setup to avoid an “us versus you” dynamic. Allow candidates to choose where to sit.

5. Set the Tone:

• Foster a welcoming environment that communicates respect and appreciation for the candidate.
• Reframe the process as a mutual exploration to gauge alignment between the department’s goals and the candidate’s skills and aspirations, rather than focusing solely on “measuring up.”
• Shift from “What can you do for us?” to also asking, “How can we support your needs and ensure the position is accessible and sustainable for you?”

6. Introduce the Panel:

• Share panelists’ names and roles with the candidate in advance.
• Encourage panelists to introduce themselves at the start of the interview and, if they choose, share pronouns and relevant equity dimensions.

7. Encourage a Two-Way Dialogue:

• Invite candidates to think of the interview as an opportunity to evaluate the organization.
• Create a safe space for candidates to ask questions by crafting prompts like, “What else would you like to know about working here?”

8. Communication and Support:

• Clearly communicate the interview process and timeline.
• Follow up with candidates promptly, providing feedback to all applicants, not just those who advance.