Convening a diverse panel of interviewers/reviewers is critical in reducing unconscious bias and telegraphing to candidates U-M/MM’s commitment to diversity and inclusion. More diversity among review/interview panels = more diverse pool of candidates
It may be necessary to recruit outside of your department, unit or center.
Preparing for the Interviews
* Be conscious of “non-verbal communications” when hosting candidates — are there ways to signal support for diversity in our environment, even if they seem insignificant (e.g., rainbow stickers)?
Conducting the Interviews
Post-interview discussion
Situation (S): “Advertising revenue was falling off for my college newspaper, and a large number of long-term advertisers were not renewing their contracts.”
Task (T): “My goal was to generate new ideas, materials and incentives that would result in at least a 15% increase in advertisers from the previous year.”
Action (A): “I designed a new promotional packet to go with the rate sheet and compared the benefits of our circulation to other ad media in the area. I also set up a special training session for our account executives with an expert on selling strategies.”
Result (R): “We signed contracts with 15 former advertisers for daily ads and five for special supplements. We increased overall advertising revenue by 20%.”
Note: It can take candidates a little time to get to a STAR, ask probing questions to gain clarity.
Vague Statements
Sounds good, but no specifics on their behavior or actions
Opinions
The candidates personal beliefs, judgement or values – no information about what they actually did
Theoretical or Future Oriented Statements
Phases like “I would have done”, or “would like to have done”