Planning the Final Visit

Following the approval of the list of finalists, the search committee will arrange campus interviews.

When scheduling the interview, the search committee should:

  • Ask each candidate if s/he will need anything for his or her interview, demonstration class, colloquia, etc. This will give the candidate an opportunity to request an accommodation for a disability, but does not ask him/her to disclose a disability. (Call the Office of Equal Employment Opportunity or Faculty Recruitment and Personnel Relations for assistance)
  • Provide the candidate with a clear idea of what to expect during the campus visit. Describe the activities s/he will be involved in during the visit. Remember that people who are new to academia may need a primer on academic norms.
  • Consider allowing candidates the opportunity to meet with people with similar interests outside the department or program to introduce them to possible networking opportunities. Invite colleagues with
  • Provide all candidates (including internal candidates) with the same interview schedule, venues, opportunities, etc. The duration of the campus visit should be the same for each candidate. Avoid scheduling two candidates on the same day.

Preparing for the Interview

  • Carefully plan and structure the interview.
  • Develop a core list of questions, based on job-related criteria that will be asked of all candidates (including internal ones).
  • Develop a list of questions, based on job-related criteria that are specific to a candidate and based on the need for clarification of statements on the CV or to fill in information gaps.
  • Use behaviorally anchored, open-ended questions.
  • Create a simple evaluation instrument to collect feedback from all interviews, colloquia, lunch and dinner meetings, etc.
  • Schedule interviews and presentations so that all voting search committee members can be present. Decide on how members who miss meetings or presentations will be kept informed, i.e., notes, minutes, etc.
  • Provide all candidates with information about the position, the University, school, department and program
  • Educate committee members and others who participate in interviews about appropriate conduct and questions (See Pre-Employment Inquiries)

All interviewers (including search committee members) need constant reminders about unconscious bias and the dangers of stereotyping. Group interviews followed by an opportunity to discuss the candidate can be a plus here; groups tend to self-correct the biases of individual members.

The search committee should review the following documents prior to the actual interview. This review will help each member to formulate his/her approach to the actual interview.

  • Application Materials
  • Job Description
  • Selection Criteria
  • Interview Guidelines
  • Interview Questions
  • Evaluation Instrument

These tools and materials will help search committee members focus on job-related questions and issues.

The Campus Visit

  • Handle each aspect of the campus visit as a public relations process.
  • Remember that candidates are also evaluating GW, making observations that will help them decide if GW is the right place for them. Allow time in the schedule for them to learn about the campus and surrounding area.
  • Treat the campus visit as one, continuuous interview, including individual interview sessions, colloquia, meals, trips to and from airports, other informal conversations, etc. Use every opportunity to gather job-related feedback that will assist the search committee in recommending the best candidate for the position. Even in casual conversation, be mindful that your questions must be job-related


Contact Recruitment

Nura Kinge
Recruitment Partner
[email protected]

Debra Churos
Administrative Manager
[email protected]