While it may be interesting to learn about a candidate’s hobbies, country of origin, age, or family life, if such factors are not directly related to a position’s requirements, it’s better not to ask.  It must be remembered that meals and social events are still part of the interview process.  Questions such as “What does your spouse do?”  “So, do you have kids?” or “Were you born in the states?” are no more appropriate over dinner than they are in a more formal setting.  Inappropriate questions can and will be used to challenge hiring decisions by disgruntled applicants.  DON’T RISK IT.

For example, the following are inappropriate:
  • Are you married?
  • How many children do you have living at home?  What arrangements will you make for them?
  • Do you plan to have children?
  • Do you plan to have more kids?
  • What work does your spouse/partner do?
  • Have you ever been arrested?  (An arrest is different than a conviction.)
  • When did you graduate from high school?
  • Where were you born?
  • Horetski, is that a Polish name?
  • Is Spanish your first language?
  • Are you a U.S. citizen?
  • Do you have any disabilities?
  • Will you require any days off for religious holidays that the University does not observe?
  • That’s a nasty scar, is there an interesting story behind that?
  1. The Chair should solicit comments about the candidate from all who met with the candidate during the on-campus interviews.
  1. The department should meet and consider all candidates and then rank order those that are determined to be desirable colleagues.  After the department selects its top candidate, the department Chair should meet with the Dean of the Faculty to determine if an offer to the candidate can be made.
  1. The Chair and the Dean will determine the terms of the offer.  The Chair typically conveys the offer to the candidate.  If negotiations are necessary, the Chair and Dean will determine how they are to be conducted.  Years credited toward tenure are also determined by the Chair and the Dean.
  1. Consult with the Office of Human Resources with questions about candidates with immigration and naturalization issues.
  1. Consult with the Office of Human Resources about the retention of search records
  1. Be timely and professional in notifying the applicants not offered the position.

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