Kickoff & Interview Resources

Kickoffs

What are Kickoffs?

A Kickoff is an informational presentation that Human Resources gives to all members of search committees. These presentations are mandatory for every new position that is opened and posted to Workday. The information provided includes topics such as:

• An overview of the recruitment process
• Affirmative Action Plan
• Equal Employment Opportunity Goals
• Unlawful Inquiries
• Workday Assessments 
• And more!

Please be aware that FCS does not sponsor visas. Hiring Managers and HR collaborate to monitor the status of candidates moving into the interview stage.

When do Kickoffs happen?

Kickoffs are scheduled after the new position is posted in Workday and before interviews take place. When the Kickoff is finished, search committees may commence candidate interviews. Here are some important things to remember:

• DO NOT select a final hire before a Debrief has taken place
• Notify your HR representative of the dates for each interview
• Complete the Workday Assessments assigned to each candidate
• When requesting to disposition certain candidates, include your reasonings

How should I prepare?

Please review the items your HR representative has uploaded to the respective search's Box folder and come prepared to ask questions about the recruitment process steps, candidate eligibility, and any other items you would like more information about.

More Kickoff Resources

Unconscious Bias CU Learn Course - Enroll* Now

*If you have already taken this course, please notify your HR Rep 

Cornell Equal Employment and Affirmative Action - Learn More

Interviews

How should I write interview questions?

The best interview questions are job-related, behavioral, and open-ended. Be sure to review the SPD to generate these kinds of questions. Here are some ways to begin each question:

• Tell me about a time when...
• What is a past example of when you...
• Describe your experience in...

To allow room for asking candidates for clarification, include optional follow-up questions. Here are some examples:

• What did you learn from this experience?
• What is something you would have done differently?

If the candidate gives vague responses, here are some examples of probing questions:

• Can you tell me what you meant by [x]?
• When you say, "[y]" can you please elaborate? 
• Please give me an example.

Allow plenty of time for the candidates to ask questions of you as well. We are here to sell Cornell!

Please work with your HR representatives for further assistance in writing interview questions.

How do I optimize interview questions?

It can be difficult to assess candidate strengths and weaknesses in a way that best serves not only you as the interviewer but also your team's ultimate goals and objectives. Below are a few questions to ask yourself when designing interview questions:

• Are there any technical skillsets we are looking for?
• Are there any skills gaps that a new hire could fill?
• What are some qualities (knowledge, skills, abilities, and other characteristics) of our highest performers?
• How do I see this new hire contributing to our team 6 months to 1 year down the road?

How do I prepare for the interview?

Bring the core questions with you and be prepared to evaluate the candidate based off of demonstrable skillsets, career goals, and interest in the position. Dispel any biases that may lead you astray from making the most objective hiring decision. For example, favoring those who dress the best, share common interests with you as an individual, and other biases can distract from identifying which candidate(s) demonstrate the skills that best align with the job description.

Ensure that throughout the recruiting process you are communicating thoroughly with your HR rep about which candidates to disposition--or eliminate from the search--and reasons for dispositioning. 

More Interviewing Resources

Sample Questions - Skills for Success

Unlawful Inquiries - Learn More

Interviewing Best Practices - Learn More