The following are some factors to consider when scheduling the selected candidates for interview:

• Determine who, other than the Search Committee, will be involved. Will the candidates meet with any individuals outside of the Search Committee? Will someone give the candidates a tour? Who should each candidate contact when they arrive for the interview?

• Determine date(s) for conducting interviews. Try to give the candidates sufficient time to make any necessary travel arrangements and to request time off from a current employer.

• Determine the location of the interview (keep in mind that it should be accessible to individuals with disabilities).

• Establish an itinerary for the interview candidates, including time for a tour and/or meetings with other individuals before/after the interview, if applicable. (If there will be a tour, you may wish to inform candidates to wear comfortable walking shoes.)

• Advise candidates of the length of time they will need to be at the University for the interview and any other meetings or activities and if they need to bring anything with them (i.e. job-related writing samples, college transcripts, etc.)

• Prior to the interview, provide candidates with the following: a copy of the position description so they have the opportunity to review it, a parking permit, and a campus map with directions for locating the interview location.

• Be aware of the starting salary or hourly rate for the position, if applicable.

• Any testing of the candidates during the interview must be approved in advance by HRS.

• Consult with HRS if a candidate requests an accommodation for the interviews to determine if the request is reasonable.