Last updated, July 2015

INTERVIEWING FOR STUDENT EMPLOYMENT POSITIONS

Interviewing candidates before hire is a win-win for both you and the students who go through

the hiring process. For you and your team, interviewing is a great way to staff qualified

employees that may stick around longer with your team. On the candidate’s side, it’s important

to realize that many Ohio State students have their first employment experience through on-

campus work. Offering a legitimate, professional interview experience to students helps prepare

them for their future job searches. Lastly, maintaining a fair and well-documented interviewing

process can protect you and the student from claims of foul play. Be sure to ask the same

questions with all candidates applying for the same position. When documenting responses,

focus on the facts and avoid documenting opinions.

Structuring an Interview

1. Greeting / Icebreaker: Before you begin interviewing, engage in small talk with the

candidate. This is a time for you to put the student at ease and cut down on the

nervousness of interviewing. It is also good to explain how the interview is structured

before you begin.

2. Standard Candidate Questions: Your first questions should be more general in nature

and give the student an opportunity to talk about strengths, past experiences, and/or

interest in the job. “What are some of your greatest strengths?” and “Why do you think

you would be a good fit for this position” are good examples for beginning questions.

3. Behavioral Questions: These are questions that ask about past experiences and

usually begin with phrases like “Tell me about a time when…” or “Give me an example of

when you …” These questions work well because they lead the candidate to describe

how they have actually demonstrated a particular strength or qualification in the past. If

you ask, “Do you handle conflict well?” most students are will likely say yes in an

interview. If you ask, “Tell me about a time when you had to work with someone who

was difficult?” then you might get more of an insight into the student’s interpersonal

competence.

4. Candidate’s Questions: After you are finished with your questions, be sure to give the

student an opportunity to ask questions. This can be a great opportunity for you to see

how interested the student is in the position and if they have done any research on your

department.

5. Conclude and Follow-up: Make sure the student has your contact information and that

you inform the student of next step in the hiring process. Make sure to respond to all

candidates in a timely manner, according to the estimate you originally give them. If you

have not made final decisions by your estimated date, still email or call your candidates

to inform them that they are still under consideration.

* For more information contact SLHR

Last updated, July 2015

LEGAL CONSIDERATIONS WHEN INTERVIEWING STUDENTS

The Ohio State University is committed to building a diverse workforce and this includes our

student employees. Ohio State’s policy states that, “discrimination against any individual based

upon protected status, which is defined as age, ancestry, color, disability, gender identity or

expression, genetic information, HIV/AIDS status, military status, national origin, race, religion,

sex, sexual orientation, or veteran status, is prohibited.”1 If you have questions about

interviewing properly, please reach out to your HR Generalist.

Protected Status2

Not O.K to Ask

O.K to Ask

Age

You may not ask questions relating to age including, “What year did you graduate high school?”

May ask if eligible to meet minimum requirement by law. “Are you over X years old?”

Arrest Record

You may not ask if a candidate has ever been arrested

May ask specifically about convictions. “Have you ever been convicted of a felony?”

Disabilities

You may not ask general questions about health or possible disabilities

You may ask about the candidate’s ability to perform specific job-related functions

Gender / Sexual Orientation

You may not ask questions relating to gender or sexual orientation

Should not be discussed during an interview, unless directly related to the position.

Marital / Family Status

You may not ask questions relating to marital status, family background, children, etc.

You may ask if the student will be able to work the schedule expected for their positon

Military

You may not ask about any military service for any country outside of the United States. You may not ask about type of discharge from service.

You can ask about service time, branch of service, and any experience or skills related to employment.

National Origin / Citizenship /

Ancestry

You may not ask questions about citizenship, Country of origin, or ancestry. “So where are you from?” or “Did you grow up in Ohio?”

You may ask if a candidate is authorized to work in the United States.

Personal Characteristics

You may not ask about height or weight. “How tall are you?”

You may ask if a candidate can perform essential functions to the job. “Would you be able to lift 50 lbs. on a consistent basis?”

Race / Color

You may not ask any questions relating to a candidate’s race or color during an interview

Nothing related to race or color.

Religion

You may not ask any questions relating to religion, faith traditions, or religious accommodations during an interview

You may ask about personal values if related to the position, but be cautious if conversation leans toward religion. After hire, you may ask about religious accommodations.

1 Ohio State University Affirmative Action, Equal Employment Opportunity & Non-Discrimination/Harassment Policy 1.10 Office of Human Resources; http://hr.osu.edu/public/documents/policy/policy110.pdf 2 Chart adapted from National Association of Colleges and Employers; http://www.naceweb.org/j022014/interview-questions-employment-legal.aspx?terms=interview%20legal