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J.J. Daniel Hall
Building 1, Suite 1201
Jacksonville, FL 32224-7699
Phone: (904) 620-2507
Fax: (904) 620-1004
Interviewing and evaluating applicants fairly is one of the most important and critical stages of the recruitment process. All search committee members and hiring authorities should know what information may legitimately be sought during the interview. Any question related to education, experience, strengths and weaknesses, promotions, accomplishments, current salary, salary requirements and reasons for leaving a job are considered acceptable inquiries.
Can the employer demonstrate a job-related necessity for asking the question?
What do I really need to know about this applicant to decide whether s/he is qualified to perform this job?
Some lines of inquiry may themselves be viewed as discriminatory; others have the potential to elicit information that is improper to use in making a decision. Examples of these areas of concern follow this introduction.
SOURCES: Equal Employment Opportunity Commission; Office of the Provost - Wake Forest University; SHRM White Papers- Basic Interviewing and Guidelines on Interview and Employment Application Question; University of Massachusetts- Lowell; University of North Florida Office of Equal Opportunity and Diversity
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