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Interview Evaluation Rubrics

Sample Preliminary Interview Evaluation Rubric
Candidate Name or Applicant #:			Date:
Grading Criteria	1	2	3
Which duties in the role are most appealing to you and why?	Candidate could not articulate how the position is of interest, or only indicated interest in duties that represent minimal percentage of the FTE.	Candidate could articulate minimal to moderate interest in primary duties.	Candidate could articulate moderate to significant interest in primary duties and may have address the position's role in their career goals.
Tell us about a time that you have faced competing professional priorities. How did you manage the situation?	Candidate is unable to provide example or otherwise indicates that they do not possess time management skills.	Candidate is able to provide example but example indicates that they relied primarily on others to address time management challenges (e.g. "I asked my supervisor what to do."	Candidate is able to provide an example that demonstrates time management (existing or new skills) and initiative in the management of time conflicts. (E.g. proposed a plan to my supervisor for approval)
Can you tell us about a time you've helped a disgruntled or angry customer?	Candidate is unable to articulate experience with relevant customer service.	Candidate is able to articulate a relevant scenario but the methodology is not in line with core behaviors expected at OHIO.	Candidate is able to articulate a relevant scenario AND methodology is in line with core behaviors expected at OHIO.
What do you feel is the greatest professional strength you can lend to this position?	Candidate is unable to articulate relevant strength.	Candidate articulates strength that is only relevant to minor aspects of the job.	Candidate is able to articulate strength directly associated with primary duty and/or to working with split reporting as that is a unique trait of this role.
What do you feel is the greatest professional challenge you will face in this position?	Candidate is unable to articulate relevant challenge OR indicates a challenge that could mean they are unable to do the job.	Candidate is able to articulate a relevant challenge but challenge is one that can be managed through careful training/onboarding.	Candidate is able to articulate a relevant challenge that can be managed through training/onboarding AND candidate articulates excitement about learning.
Total Candidate Score:
Notes:

Sample Interview Rubric
Candidate Name or Applicant #:			Date:
Grading Criteria	1	2	3
Which duties in this position are most appealing to you?	Candidate could not articulate how the position is of interest, or only indicated interest in duties that represent minimal percentage of the FTE.	Candidate could articulate minimal to moderate interest in primary duties.	Candidate could articulate moderate to significant interest in primary duties and may have address the position's role in their career goals.
Tell us about a time that you have faced competing professional priorities. How did you manage the situation?	Candidate is unable to provide example or otherwise indicates that they do not possess time management skills.	Candidate is able to provide example but example indicates that they relied primarily on others to address time management challenges (e.g. "I asked my supervisor what to do."	Candidate is able to provide an example that demonstrates time management (existing or new skills) and initiative in the management of time conflicts. (E.g. proposed a plan to my supervisor for approval)
Part of this position will include researching and reaching out to prospective applicants and while most handle that well, some are upset about unsolicited communication. Can you tell us about a time you've helped a disgruntled or angry customer?	Candidate is unable to articulate experience with relevant customer service.	Candidate is able to articulate a relevant scenario but the methodology is not in line with core behaviors expected at OHIO.	Candidate is able to articulate a relevant scenario AND methodology is in line with core behaviors expected at OHIO.
Can you describe a situation from a past position that demonstrated a sense of ownership for your work/role?	Candidate is unable to articulate experience taking ownership of their work.	Candidate may be able to define relevant scenario, but is unable to provide detail sufficient to believe they could take ownership/initiative in this specific role.	Candidate is able to define relevant scenario, AND is able to provide detail sufficient to believe they could take ownership/initiative in this specific role.
What do you feel is the greatest professional strength you can lend to this position?	Candidate is unable to articulate relevant strength.	Candidate articulates strength that is only relevant to minor aspects of the job.	Candidate is able to articulate strength directly associated with primary duty and/or to working with split reporting as that is a unique trait of this role.
What do you feel is the greatest challenge you will face in this position?	Candidate is unable to articulate relevant challenge OR indicates a challenge that could mean they are unable to do the job.	Candidate is able to articulate a relevant challenge but challenge is one that can be managed through careful training/onboarding.	Candidate is able to articulate a relevant challenge that can be managed through training/onboarding AND candidate articulates excitement about learning.
With that in mind, we recognize that every single employee requires on-the-job training as part of holistic onboarding for a new role. Can you describe your learning style and tell us about a time you were able to learn a new skill for work? As a follow-up: how will you learn about the work of advancement?	Candidate is unable to articulate style/experience learning on the job OR indicates a learning style that cannot be met do to nature of the job (e.g. "lots of time to get comfortable before I start")	Candidate is able to articulate learning style but may not be able to address past on-the-job learning.	Candidate is able to articulate learning style and experience learning on the job in alignment with the training plan/ability for this job.
Total Candidate Score:
Notes:

Sample Interview Evaluation Rubric #1
Reviewer Name: Candidate Name:			Date:
Topic / Question	1	2	3
Please describe your professional preparation and interest in this leadership position at OHIO. What skills, experiences, and innovative ideas would you like to bring to OHIO, and how would you want your success in your new role to be measured at the end of the first six months or so?	Candidate cannot articulate transferability of experiences, professional interest in the role, key priorities and/or identified measures of success; candidate did not have a prepared response; and/or priorities are not in line with OHIO's strategic framework themes.	Candidate can articulate transferability of experiences but may struggle to outline priorities or innovative ideas beyond cliches such as "just getting to know everyone and building connections"	Candidate can articulate transferability of experiences, details at least one innovative idea, and can point to top priorities beyond simple cliches (for example, may still reference building connections but may specify by listing key stakeholders as top priorities). Candidate can also articulate relevant measures of success and/or key milestones.
One of the responsibilities of this position is to assist the vice president and the financial aid director in the development of new aid strategies. Can you talk about any experience you’ve had with developing and administering financial aid or scholarship strategies, highlighting any successes you’ve achieved using these tools?	Candidate may have limited experience developing or administering financial aid or scholarship strategies and can only speak in generalities of successes guided by others in the industry.	Candidate may have limited direct experience developing or administering financial aid or scholarship strategies but has supported such a strategy and can speak to a well-researched approach relevant to OHIO's market and provide accompanying examples.	Candidate has direct experience developing and/or administering financial aid or scholarship strategies, can speak to a well-researched approach relevant to OHIO's market, including relevant and specific accompanying examples.
The recruitment, enrollment, and retention of students at OHIO requires significant collaboration and communication between different university entities. Can you please provide an example of your work that demonstrates how you have successfully collaborated and communicated across units or divisions to achieve success?	Candidate may speak only in broad generalities such as "it takes everyone" or "enrollment should be a focus for the whole university" without pointing to specific points of success or past collaborations.	Candidate may still speak broadly about collaboration and may include one example of past collaboration but may not be able to speak in any detail demonstrating an awareness of strategic collaboration, for example, the specific value that different departments/divisions bring to the table, how those are amplified/supported, and how relationships are maintained over time.	Candidate not only articulates one or more relevant examples of past collaboration but can speak in detail (relevant to time), perhaps discussing what different offices/depts/div bring to the table, how those are supported/amplified, and how collaborations have grown overtime with a focus on sustained collaboration for mutual success.
How do you employ data and emerging technologies to improve your ability to identify, recruit, and enroll both traditional and non-traditional undergraduate students?	Candidate may have limited experience employing data and emerging technologies for purposes of enrollment management and may only be able to speak to a general approach taken by leadership in past positions. Cannot demonstrate knowledge regarding how they would use such tools.	Candidate may lave limited experience making data or technology driven enrollment management decisions but can demonstrate relevant knowledge and can address how they would use such tools for either non-traditional or traditional audiences.	Candidate has experience making data- or technology-driven enrollment management decisions/strategy, demonstrates relevant knowledge, and can articulate how they have successfully used such tools for both non-traditional and traditional audiences.
Total Candidate Score:
Additional Feedback (Please do NOT reference any protected information the candidate may have share and please DO include notes only relevant to the candidate's ability to complete the core duties of the position):

Sample Interview Evaluation Rubric #2
Reviewer Name: Candidate Name:				Date:
Topic / Question	0 Points/No Credit	2 Points/Partial Credit	4 Points/Full Credit	Score	Notes
Please describe your academic and professional preparation for the scope and level of duties we’ve outlined for this position, as well as your professional interest in working at a comprehensive public University.	Candidate cannot articulate transferability of experiences, candidate cannot articulate professional interest in the role, and/or candidate did not have a prepared response.	Candidate did have a well-prepared statement and can articulate interest in the role, but remarks regarding professional preparation indicated significant knowledge or experience gaps that could indicate difficult (but feasible) onboarding into the role.	Candidate was well-prepared to discuss interest in the role, indicating research/knowledge of OHIO and our office of budget planning an analysis and candidate was ale to address preparation for the role emphasizing experience with complex budget models.
What process do you use to develop an institutional budget? How do you consider strategic initiatives, variances from prior year’s budget, and what groups/positions within the institution do you feel are important in developing the budget?	Candidate cannot speak to a developmental process and/or notes minimal complexity: working with only limited constituents, limited planning assumptions, no discussion of impact of various drivers, etc.	Candidate can speak to developmental process, their role leading that process, and may even address a certain level of complexity but fails to address the importance of developing the process in a way that helps leadership think holistically/long-term.	Candidate speaks to developmental process, their role leading that relatively complex process, and address the holistic/long-term lens by which they help leadership understand impact of given drivers.

Please describe your leadership style and how it impacts the way you interact with your staff, peers, deans and university leaders and how that contributes to the success of your department and the university budget?	Candidate's described leadership style fails to align with the core behaviors outlined at OHIO. Similarly, candidate's response may fail to draw any connection between leadership and team/institutional dynamics/success.	Candidate is able to outline a style that is in line with core behaviors at OHIO but does not cite any examples or examples indicate that their leadership may be unilateral and, therefore, may struggle to meet the needs of broad constituent groups (shared governance, deans, senior leadership, etc.)	Candidate is able to articulate, with illustrative examples, their leadership style. The style is in line with core behaviors at OHIO and recognizes the impact that collaborative, multidirectional communication has on shared institutional success. Candidate may connect this answer with the next in addressing the need for a leader to often be hands-on with their staff, rather than simply "over" staff.
As a follow-up regarding leadership, can you tell us about the range of staff sizes with which you may have worked and tell us about a time in which you handled a staffing shortage or lean operation?	Candidate may only articulate experience with large teams and/or may seem apprehensive about addressing how to lead lean teams to success. If candidate does address experience with staffing shortage, they may demonstrate failure to be "one of the team" by simply noting how they relied on others to pick up additional duties.	Candidate may be able to address experience working hands-on with a team to overcome a project or task that had to be completed in a lean situation, but may also address apprehension regarding handling complexities of the Budget Director role.	Candidate can address relevant experience and speaks to their willingness to regularly work with their team, completing a variety of hands-on duties at all levels to ensure success of the team and institution.
Shared governance is a hallmark of OHIO. Can you tell us about a time in which you had to challenge a leadership decision? How did you communicate your concerns?	Candidate may not be able to provide a relevant answer or their answer fails to address integrity, diplomatic communication, collaborative leadership, and public accountability.	Candidate may be able to provide a relevant scenario, but may fail to address key factors like integrity, diplomatic communication, etc. in the moment, instead referring to how they "would" shift their communication style if they were to face the situation again in the future.	Candidate can provide an example that speaks to clear integrity, diplomatic communication, collaborative leadership, and public accountability, perhaps even highlighting that they see such structures as great strength or opportunity within an institution.
Total Candidate Score:
Summary of Candidate Strengths Please do NOT reference any protected information the candidate may have shared and please DO include notes only relevant to the candidate's ability to complete the core duties of the position.
Summary of Candidate Weaknesses Please do NOT reference any protected information the candidate may have shared and please DO include notes only relevant to the candidate's ability to complete the core duties of the position.