Long List Interviews & Referencing

Long List Interviews

Timing & Qualifications

Typically, the Search Committee conducts “Long List” interviews after preliminary application screening. Every applicant invited for an interview should meet the minimum qualifications of the position. It is acceptable to confirm qualifications during the interview stage; however, an applicant must meet all minimum qualifications to be eligible for hire. Applicants meeting the minimum and some or all the preferred qualifications represent those in your pool that are the most qualified.

Accommodations

When inviting applicants to interview for any type of faculty position, please invite applicants to request any necessary reasonable accommodation related to the selection process. Examples include but are not limited to providing a wheelchair accessible interview space or providing written materials in large font. Prior to or at the beginning of interviews, clarify the correct pronunciation of applicant names, and applicant pronouns.

Modality

Long List interviews are frequently conducted virtually and may be synchronous or asynchronous. Synchronous interviews typically utilize Zoom. Asynchronous interviews typically utilize Interviewstream. Interviewstream allows for video, audio-only, and written responses. This tool does not require aligning schedules but does entail initial set-up labor. Consider the appropriateness of using cameras during the first round of interviews. Visual information could influence perceptions of the applicant.

Resources

Please consult the following resources when preparing interview questions

Long List Reference Letters for Full Time Faculty Candidates

System-generated requests for reference letters for full-time faculty candidates are triggered when the Search Liaison advances an applicant to the “Interview Pending” workflow state. It is important that applicants be coded promptly.

Adjunct faculty searches do not utilize reference letters. Instead, the Search Chair or designate should conduct reference calls on the final adjunct candidate(s), prior to submitting the hiring proposal. As a reminder, any LOR evaluation tools are considered search records.

Reference Checks (Required for Postdoc/Adjunct Roles)

Telephone reference checks are required for adjunct and postdoc positions. These checks may occur any time prior to the hiring proposal stage. They offer insight into an applicant's current and past performance and may reveal indicators of workplace violence or other concerns. The Search Chair customarily leads the referencing process.

Alert applicants prior to contacting references;
Conduct at least two telephone reference checks, preferably three, per applicant;
References should have a professional, academic, or volunteer relationship with the applicant; personal references are not accepted;
At least one reference should be a current or recent supervisor;
If a finalist is a current or recent employee of the university, the Hiring Official shall contact the current or recent employing department prior to finalizing the hire. The Hiring Official shall consider job related information such as disciplinary actions and performance reviews;
Utilize the Telephone Reference Form; it is acceptable to add faculty-specific questions related to teaching, research, grants, etc.
Information gathered from a reference check is confidential

When used, it is recommended to complete telephone reference checks for full-time faculty prior to on-campus/short list interviews.