Summary
Interviews for staff employment, transfer, or promotion will be conducted in a manner that complies with the University's commitment to equal employment opportunity to ensure that qualified candidates are not discriminated against in employment decisions on the basis of irrelevant criteria such as race, color, religion, sex, national origin, age, sexual orientation, gender identity, gender expression, disability, protected veteran status, or other status protected by applicable state or federal law. Interview questions that are not relevant to the applicant's ability to perform the job and that are based on protected status are not consistent with the University鈥檚 commitment to equal employment opportunity and may increase risks of legal liability.
If any part of this policy does not reflect the Collected Rules and Regulations (CRR), the provisions of the CRR will govern.
HR Policy Provisions
- Employment and Promotional Interviewing
- Individuals conducting employment or promotional interviews shall:
- ask the same core, job-related questions of all candidates to ensure consistency of treatment and comparability of responses among those interviewed
- not ask any questions which are not relevant to the applicant's ability to perform the job.
- Information not relevant to job performance which is required for post-employment or promotion should be obtained after the applicant has been selected for employment or promotion but prior to hiring or promotion.
- Individuals conducting employment or promotional interviews shall:
- Guidelines
- During employment or promotional interviews, questions that involve protected status and have no bearing on the applicant's ability to do the job, may be viewed as ev