Campus Visits

Whether interviewing candidates at a national conference, or bringing candidates for a campus visit, remember that the candidate is also evaluating the department or school and the university. First impressions are important on both sides.

  • To ensure equity, provide each candidate with the same welcome and introduction to the department or school. For example, if one candidate is taken out to dinner, then all candidates should be taken out to dinner. Give each candidate equivalent information about the position, the department or school, and the campus.
  • Invite at least three candidates for a campus visit.
  • Prepare an agenda for the candidate’s visit ahead of time. Provide the agenda to the candidate and to appropriate members of the department or school (faculty/students/staff).
  • Ask if the candidate has any special needs such as physical access needs or dietary limitations. If a candidate requests accommodation for a disability, provide the requested accommodation or consult with the Disability Compliance Office for more information. In addition to physical access, the University is required by law to provide accommodations such as a sign language interpreter, captioner, written materials in an alternate medium, or flexibility when scheduling appointments.
  • Usually the campus visit includes a job talk and opportunities to meet with department or school faculty, graduate students, staff and faculty outside the department or school, as appropriate. Give candidates a chance to interact with faculty in multiple venues.
  • If the candidate is from a group underrepresented in the department or school, make an effort to include a broad cross‐section of the campus community in the visit.
  • Distribute information about family friendly policies (dual career, maternity leave, ASMD, etc.) to all candidates. The Balancing Work and Life Booklet is a good resource and is available in hard copy form through the Calcierge Office.
  • Refer candidates to the CALcierge Office, located at the Tang Center (510.642.6610), so the CALcierge Program Manager can meet with the candidate during the campus visit. CALcierge services include resources for housing, child care, and local private and public schools. The CALcierge Program Manager can also assist the accompanying spouse/partner of the faculty hire with dual career services.
  • Identify primary staff support to coordinate all necessary documentation, travel arrangements and reimbursements. Departments or schools may pre‐purchase airline tickets for candidate, offer accommodations on campus or near campus for length of stay, and reimburse all or part of candidate’s expenses.

Interviews and Job Talks

In advance of the job talk, give each candidate clear instructions about what is expected. For example, clarify whether the department or school is interested in hearing about a specific research topic or a broad overview of research programs and plans. In conducting interviews and job talks, use a consistent format for each candidate, focusing on information relevant to the selection criteria agreed upon in advance. Structure the sessions so that fair comparative judgments can be made.

During interviews and job talks, do not ask candidates any questions that may relate to the protected categories listed in the University’s non‐discrimination policy, such as race, color, national origin, religion, sex, gender identity, pregnancy, physical or mental disability, medical condition, genetic information, ancestry, citizenship, age, sexual orientation, marital status or status as a covered veteran (see table below). Beware of social situations! The non‐discrimination laws apply to discussions that occur in social settings as well as during formal meetings or job talks. The table on the next page provides guidance about applicable topics.