Interviewing Best Practices

Interviewing is a crucial step in the hiring process. Your interview process reflects the value Tennessee Tech places on each candidate, and by extension, each employee. Be a good ambassador for Tennessee Tech by conducting a professional interview, communicating honestly, and basing hiring decisions on an honest evaluation of each candidate’s capabilities.

Interview Considerations & Best Practices

Tennessee Tech University is an equal opportunity/affirmative action employer and does not discriminate on the basis of race, color, religion, age, national origin, national ancestry, sex, pregnancy, gender, gender identity or expression, sexual orientation, military service or veteran status, mental or physical disability, or genetic information in employment, admission, treatment, or access to its programs or activities.

To assist with recruiting and retaining the best qualified faculty and staff in a manner that supports Tennessee Tech’s mission and complies with federal and state non-discrimination laws and regulations, the Human Resource Department is providing the following interview considerations. Please contact Human Resources with any questions or concerns.

Please note the following:

  • Interview questions should be job-related.
  • These guidelines apply to anyone who has contact with candidates and any decision-making authority or input.
  • If a candidate voluntarily discloses information that is not recommended to ask, individuals involved in the interview process should not ask any follow-up questions regarding that voluntarily disclosed information.
  • If a candidate voluntarily discloses information that is not recommended to ask to some members of the search committee, but not others, those who received the information should not share it with anyone else involved in the process of making decisions regarding the search.
  • Any information that a candidate voluntarily discloses, that is not recommended to ask, should not be taken into consideration when making decisions regarding the search.
  • If a candidate informs anyone involved in the search process that they may need an accommodation for a disability in order to participate in any part of the search process, please provide that candidate with the contact information for Libby Gays, Director of Affirmative Action.
  • Additionally if a candidate informs you or anyone else involved in the search/hiring process that they may need a reasonable accommodation for a disability upon being hired, please direct them to TTU Policy 605 Americans with Disabilities Act (ADA) Compliance.

What not to do During an Interview

LinkedIn Sample of Interview Questions

30 Behavioral Interview Questions to Identify High-Potential Candidates

CUPA HR Interview Guide

CUPA HR Interview Guide - A Resource for Supervisors and Others Involved in the Selection Process

Experience Tech For Yourself

Visit us to see what sets us apart.

Schedule Your Visit