Interview Guidelines and Considerations

Interview Guidelines

Please review the interview considerations chart below. This chart incorporates federal and state laws with Miami University policy. Please note the following:

These guidelines apply to anyone with decision making authority or input into the search who has contact with applicants including those who pick up applicants at the airport, go to lunch with applicants, or escort applicants from building to building.
If a candidate voluntarily discloses information that is prohibited to ask, no one involved in the interview process should ask any follow-up questions regarding that voluntarily disclosed information.
Any information that a candidate voluntarily discloses, that is prohibited to ask, may not be taken into consideration when making decisions regarding the search.
If a candidate voluntarily discloses information, that is prohibited 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
If a candidate informs you or anyone else involved in the search/hiring process that they may need a reasonable accommodation for a disability in order to participate in the interview/hiring process, please direct them to call (513) 529-3560 or email ADAFacultyStaff@MiamiOH.edu. Additionally, if an applicant 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 call 513-529-3560 or email ADAFacultyStaff@MiamiOH.edu. Example language: Should you need a reasonable accommodation for a disability, have dietary restrictions, or need a private location for breaks, please call (513) 529-3560 or email ADAFacultyStaff@MiamiOH.edu.

If there are others involved with the search in your department, please share this document with them. If you have any questions or concerns, please feel free to contact the Office of Equity and Equal Opportunity (OEEO) at 513-529-7157.

Miami University's Equal Opportunity/Affirmative Action Statement and Clery Act Statement (required for all searches)

All copies of the ad/position announcement (formal and informal) are required to include the long version statement. The short version may only be used in recruitment resources that charge a fee.

Full Version (to be used for all ads unless there are space, character, and/or cost limitations)

Miami University, an Equal Opportunity/Affirmative Action employer, encourages applications from minorities, women, protected veterans and individuals with disabilities. Miami University prohibits harassment, discrimination and retaliation on the basis of age (40 years or older), color, disability, gender identity or expression, genetic information, military status, national origin (ancestry), pregnancy, race, religion, sex/gender, status as a parent or foster parent, sexual orientation, or protected veteran status in its application and admission processes, educational programs and activities, facilities, programs or employment practices. Requests for reasonable accommodations for disabilities related to employment should be directed to ADAFacultyStaff@MiamiOH.edu or 513-529-3560.

As part of the University’s commitment to maintaining a healthy and safe living, learning, and working environment, we encourage you to read Miami University’s Annual Security & Fire Safety Report at: http://www.MiamiOH.edu/campus-safety/annual-report/index.html, which contains information about campus safety, crime statistics, and our drug and alcohol abuse and prevention program designed to prevent the unlawful possession, use, and distribution of drugs and alcohol on campus and at university events and activities. This report also contains information on programs and policies designed to prevent and address sexual violence, domestic violence, dating violence, and stalking. Each year, email notification of this website is made to all faculty, staff, and enrolled students. Written notification is also provided to prospective students and employees. Hard copies of the Annual Security & Fire Safety Report may be obtained from the Miami University Police Department at (513) 529-2223. A criminal background check is required. All campuses are smoke- and tobacco-free.

Short Version (to be used only for ads with space, character, and/or cost limitations)

Miami University, an EO/AA employer encourages applications from minorities, women, protected veterans and individuals with disabilities. Miami does not permit, and takes action to prevent, harassment, discrimination and retaliation. Requests for reasonable accommodations for disabilities should be directed to ADAFacultyStaff@MiamiOH.edu or (513) 529-3560. Annual Security and Fire Safety Report may be found at: http://www.MiamiOH.edu/campus-safety/annual-report/index.html. Criminal background check required. All campuses are smoke- and tobacco-free.

Interview Considerations

Questions that may or may not be addressed during interviews
Type	Allowed	Prohibited
Name	Name	Inquiry into any title which indicates race, color, religion, gender, national origin, disability, age, ancestry, sexual orientation, gender identity, military status or veteran status.
Address	Inquiry into place and length at current address	Inquiry into any foreign addresses which indicate national origin
Age	Faculty / Staff - None	Requiring birth certificate or baptismal record before hiring Any inquiry which may reveal the date of high school graduation Any other inquiry which may reveal an applicant’s age
Birthplace, National Origin, or Ancestry	None	Any inquiry into place of birth Any inquiry into place of birth of parents, grandparents or spouse Any other inquiry into national origin or ancestry
Race or Color	None	Any inquiry which would indicate race or color
Gender/Sexual Orientation/Gender Identity or expression	None	Any inquiry which would indicate gender, gender identity or expression, or sexual orientation Any inquiry made of members of one gender, but not the other
Height and Weight	Inquiry as to ability to perform actual job requirements	Being a certain height or weight will not be considered to be a job requirement unless the employer can show that no employee with the ineligible height or weight could do the work.
Citizenship	1. Are you authorized to work in the United States on a fulltime and indefinite basis? (Persons authorized to work in the U.S. on an indefinite basis include U.S. citizens, lawful permanent residents ("green card" holders), asylees and refugees. Persons not authorized to work in the U.S. on an indefinite basis include F-1, J-1/2, H-1B/4, L-1/2 nonimmigrants, among others.) 2. If you are not authorized to work in the United States on a fulltime and indefinite basis, please provide your current immigration status. 3. Will you need to be sponsored for a (temporary or permanent) work visa by Miami University - either now or in the future - to work for Miami University in the United States? May be asked only if asked of all applicants.	Are you a U.S. Citizen? If not, are you authorized to work permanently in the U.S.? Do you have 'unlimited' work authorization? Are you one of the following: U.S. Citizen, lawful permanent resident, temporary resident, asylee, refugee? What is your visa status for work authorization?
Disability	Inquiries necessary to determine applicant’s ability to perform essential functions of job with or without reasonable accommodations.	Any inquiry into past or current medical conditions Any inquiry into Worker’s Compensation or similar claims Any inquiry that would indicate an applicant’s specific or type of disability
Religion - Creed	None	Any inquiry which would indicate or identify religious denomination or custom Applicant may not be told any religious identity or preference of the employer Request pastor’s recommendation or reference
Photograph	May be required after hiring for identification	Require photograph before hiring.
Personal	None	Inquiry or discussion about marital status, number and age of children, pregnancy, child care arrangements or maternity plans.
Arrests and Convictions	Inquires into convictions of specific felonies related to qualifications for the job applied for.	Any inquiry which would reveal arrests without convictions or convictions unrelated to job duties.
Education	A. Inquiry into nature and extent of academic, professional or vocational training. B. Inquiry into language skills, such as reading and writing of foreign languages, if job related.	Any inquiry which would reveal the nationality or religious affiliation of a school Inquiry as to what native language is or how foreign language ability was acquired
Relatives	Inquiry into name, relationship and address of person to be notified in case of emergency.	Any inquiry about a relative which would be unlawful if made about the applicant
Organizations	Inquiry into membership in professional organizations and offices held, excluding any organization, the name or character of which indicates the race, color, religion, gender, national origin, disability, age, gender identity or expression, sexual orientation, pregnancy status, status as a parent or foster parent, military status, veteran status, or ancestry of its members.	Inquiry into every club organization where membership is held.
Military Service	Require military discharge certificate after being hired.	Inquiry into military service in armed service. Request military service records. Inquiry into type of discharge.
Work Schedules	Inquiry into willingness or ability to work required work schedule.	Any inquiry into willingness or ability to work any particular religious holidays.
Miscellaneous	Any questions required to reveal qualifications for the job applied for.	Any non-job-related inquiry which may elicit or attempts to elicit any information concerning race, color, religion, gender, national origin, disability, age, sexual orientation, gender identity or expression, pregnancy status, status as a parent or foster parent, genetic Information, military status, veteran status, or ancestry of an applicant for employment or membership.
References	General personal and work references which do not reveal the race, color, religion, gender, national origin, disability, age or ancestry of the applicant.	Request references specifically from clergy or any other persons who might reflect race, color, religion, gender, national origin, disability, age, sexual orientation, gender identity or expression, pregnancy status, status as a parent or foster parent, military status, veteran status, or ancestry of the applicant.