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Human Resources

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.

Interview Considerations:

  • 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 Human Resources.
  • 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.

Acceptable/Unacceptable Interview Questions

Subject  Acceptable Unlawful/Illegal
Name 
  • What is your name?
  • What is your maiden name?
  • Did you ever change your name through marriage or court application?
Age
  • None
  • How old are you?
  • When did you graduate HS/college, etc.?
Address
  • How long have you been at your current address?
  • What is your current address?
  • Do you own your own home?
  • Who do you live with?
National Origin/Citizenship
  • Are you legally eligible to work in the United States?
  • Can you speak, read, and write English?
  • Are you a U.S. citizen?
  • Can you provide a birth certificate?
  • Where were you born?
Race/Color
  • None
  • All questions about race/color are unlawful.
Sexual, Orientation, or Gender Identity
  • None
  • What gender do you identify as?
Religion 
  • None
  • Which church do you go to?
  • Who is your pastor?
Marital/Family Status 
  • None
  • Are you married?
  • Are you single?
  • Do you have any children?
Education
  • Do you have a high school diploma or equivalent?
  • What is your degree in?
  • What year did you graduate?
Personal
  • Do you have any leave planned?
  • How long do you plan on staying with Tech?
  • Do you have any commitments that might prevent you from succeeding in this role?
  • Are you pregnant?
  • Are you trying to have a family?
  • Are you a member of the local country club?
  • What sorority/fraternity did you join?
Disabilities
  • Are you able to perform the essential functions of the job?
  • Do you have a disability?
  • Have you ever filed a workers compensation claim?
  • Have you ever suffered a workplace injury?
Arrest Record
  • None- unless law enforcement
  • Have you ever been arrested?
  • Can you tell me about this news article I searched?
Military
  • What experience and training did you receive while serving that would be beneficial to this job?
  • Why were you discharged from the military?

Download this table as an image

Additional Resources 

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

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