Oh, hey! Welcome to the community. Staff selection can be a daunting administrative task. Not only do you need to collect and manage many applications and multiple processes, but you need to follow up on…
We just covered why to use rubrics. We’ve discussed how the impact of biases (cognitive or not) can be reduced by the strategic use of rubrics. So, now let’s talk about how to create rubrics.
Rubrics are not easy to create yet are an essential tool to reduce bias and create a more consistent, representative hiring cycle.
A couple of minutes and an open mind is all you need to start to uncover, understand, and acknowledge bias in your hiring process.
Focused on learning, growth, and fun, our community thrives when questions are asked and experiences are shared. At eRezLife, we have a platform of services to collect information and document your processes; however, it’s our community where you can discuss, evaluate, debate, and learn from colleagues in the industry that sets us apart.
Residence Life Professionals need to tailor and customize components of your process to ensure it meets your needs. The team at eRezLife has curated interview questions over a variety of criteria.
Interviews are fundamental to the success of building successful teams. It’s essential to reevaluate your questions to ensure you’re authentically assessing your candidates. Think outside of the box with your questions to get a better glimpse of your candidates, whether the interviews be in person or virtually.
As you plan for the hiring season, consider working through the following questions to ensure the candidates you’re recruiting and selecting will be the best fit for the job. Recruitment and selection is a process that will continually change to meet the ever-changing needs of the institution as well as the changing role of the target population.
