[COVID-19] HR employee resources - return to on campus interviewing: information for candidates

This informational guide informs candidates for employment on the safeguards they should consider for returning to on-campus interviews.

Below is suggested language provided to search committee(s) that they can provide to candidates prior to arriving for their interview.  

What you can send/communicate to the candidate 

Before the interview: Let the candidate(s) know that UWL is asking anyone, who comes to campus to take our symptom check at least an hour before the interview. If any symptoms are present, the candidate should inform the search committee and the interview will need to be rescheduled.

Arriving to campus: Designate one of the committee members to be a point of contact for the candidate(s).  Let them know that if they have their own cloth or medical face mask, that they should wear it once they are on campus. If the candidate(s) do not have one, one can be made available to them. Provide the candidate(s) with the phone number or meet them at the door to the building in which the interview will be conducted. Campus will remain closed to public visitors until August 17, 2020, (that is a tentative date and subject to change).

Note: Hand sanitizer will be made available to the hiring committee upon request; however, please do not use this a substitute to proper, frequent, hand washing. If you have been exposed to a location or someone who has been exposed or has tested positive for COVID-19, the interview will need to be rescheduled. If you would like paper and writing utensil, please bring your own.

If you need accommodations, please contact the hiring authority or human resources at hrinfo@uwlax.edu.

In-Person Interview Guidelines

  1. Anyone showing symptoms from the symptom check will have to be excused from the interview, or the interview will need to be rescheduled after a minimum of fourteen days; however, the hiring committee may decide to conduct the interview virtually instead of waiting the 14 days.
    1. If the hiring committee decides to interview one person virtually,  the same must be done to all candidates.
  2. Maintain social distancing while on campus.
  3. Make sure someone from the hiring committee is identified to sanitize the area before and after the interview.
  4. Per CDC guidelines, all interviews should be no contact, meaning there should be no handshakes or demonstrations that may require physical proximity or contact with others.
  5. Use a room large enough to accommodate social distancing
    1. It is recommended that rooms on the second or third floor of the Student Union be used as they are large enough to accommodate a larger group.
  6. No refreshments can be offered nor should the hiring committee entertain the candidate(s) with a meal – either onsite or offsite.
  7. Provide sanitizer in a prominent place. Lead by using it.
  8. Reduce any supplies provided to the candidate (i.e. paper, pen), it can be suggested they bring their own.
  9. As a reminder, HIPAA guidelines prohibit hiring committees from inquiring about someone’s medical history. If the candidate does not disclose, do not ask. If they do request an accommodation for any reason, please contact HR for further partnership on how to move forward with the interview.
    1. Based on Equal Employment Opportunities, employers cannot make a hiring decision on accommodation requests.

FAQs for candidates

Q1. Do I need to wear a face mask?

Facemasks must be worn when social distancing is not possible.

Q2. What if I don’t feel good before the interview?

Complete the symptom check questionnaire and follow up with the hiring manager or the candidate to reschedule.

Q3. What if I live with someone high risk?

This can be a discussion with the hiring manager. While safety precautions are taken to fulfill the safest environment possible, you can discuss your needs with the hiring authority or HR.

Q4.A. What if I prefer an in-person interview, but my interview is schedule to be virtual?

For purposes of equity in our process, hiring committees that may decide to interview virtually must then apply the same standard to all candidates.

Q4.B. What if I prefer a virtual interview, but my interview is scheduled to be in-person?

For purposes of equity in our process, hiring committees that may decide to interview virtually must then apply the same standard to all candidates; however, in this instance, a candidate may request a virtual visit instead of an in-person.  Search committee(s) may consult with Human Resources on how to adapt to this request.  

Q5. If I need an accommodation, will this affect my candidacy?

No. The University of Wisconsin-La Crosse is an equal opportunity employer that does not discriminate on the basis of actual or perceived race, ethnicity, color, creed, religion, sex, gender identity or expression, marital status, age, ancestry, disability, veteran status, national origin, sexual orientation, arrest record or other protected status. Our management team is dedicated to this policy with respect to recruitment, hiring, placement, promotion, training, compensation, benefits, employee activities and general treatment during employment. Any employees with questions or concerns about equal employment opportunities in the workplace are encouraged to bring these issues to the attention of the Affirmative Action Officer. UWL will not allow any form of retaliation against individuals who raise issues of equal employment opportunity. To ensure our workplace is free of artificial barriers, violation of this policy will lead to discipline, up to and including discharge.

Revision history:
Last revision was July 19, 2020

Supporting tools:

Links to related information:

Keywords:#covid-19, #covid, interviewing, return to interviewing, candidate faq, candidate information   Doc ID:104126
Owner:John A.Group:UW-La Crosse
Created:2020-07-19 10:36 CDTUpdated:2020-07-22 09:56 CDT
Sites:UW-La Crosse
Feedback:  0   0