Guideline for Conducting Interviews
The employment process generally includes interviewing applicants for a position to determine their ability to perform the essential functions of the job for which they have applied. The key to a successful and effective interview is advance planning and preparation. Whether interviews for student employment positions are conducted by telephone or face-to-face, several important factors must be considered to ensure that useful, relevant information is obtained in the process.
In interviewing an applicant, the interviewer must adhere to state, federal, and university anti-discrimination regulations. These regulations prohibit discrimination against applicants on the basis of race, color, religion, national origin, sex, marital status, disability, age, sexual orientation, and status as a veteran. During the interview, comments and inquiries which might give the impression that any of these factors could be taken into consideration in the selection process must be avoided. For example, it is not permissible to ask questions of one sex which might not be asked of another. An interviewer cannot ask a female applicant if she has small children at home and what arrangements have been made to take care of them.
Pre-employment inquiries about the necessity for religious accommodation or accommodation of a disability are to be avoided. In addition, questions about the nature and severity of disability are prohibited, and employers are required to make reasonable accommodations for qualified individuals.
Questions about citizenship status are to be avoided during the interview. All student employees are required to complete citizenship documentation (I-9 form) after an offer of employment is made.
To comply with these guidelines, a set of questions to be asked of each applicant should be developed before the interviews begin. These questions should be related to the qualifications and responsibilities of the job and should be asked consistently of each individual interviewed.
It is the responsibility of all persons who hire, supervise, and evaluate student employees to insure that positions are filled and work assignments are made in compliance with these guidelines.
Any student who believes that she/he has been discriminated against may file a complaint in accordance with the University's Discrimination Complaint Procedures. Should any individual or department be found in non-compliance with AA/EO principles, appropriate remedies will be imposed.
Please contact the Affirmative Action Officer in the Office of Equal Opportunity & Access at (309) 298-1977 with any questions about the interview process.
- Policy Statement on Equal Opportunity and Affirmative Action
- Working on Campus
- Federal Work-Study vs. Regular Student Employment
- Guideline for Conducting Interviews
- Paperwork Required for Hiring Students
- Information for WIU Employers Hiring Non-U.S. Student Workers
- Student Employee Job Levels
- Online Time Card Information
- Terminating Student Employment
- Payroll Reports
- Western Illinois University's Discrimination Complaint Procedures
- Western Illinois University Anti-Harassment Policy
- Western Illinois University's Drug-Free Work Place Policy Statement
- Drug and Alcohol Abuse Policy
- Western Illinois University Employment of Individuals with Disabilities Policy
- Western Illinois University Safety Policy