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INSPIRATIONAL

CLEAR

EQUITABLE

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Feel validated by the experience

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Vision-centered. If you're not centered toward the vision, your work can get fuzzy. Setting vision for what is the experience we'd like to create. Strategies to create, indicators to measure if they're working, centering ourselves back on that vision. Always clear on why we're doing what we're doing and adjust strategy rooted in vision.

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Check points to name what part of our systems are racist. Naming them, being accountable for them, checking in on them throughout the year.

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Being intentional about decision-making as the interviewer experience. How does the experience in Ops compare to SQ piece? Points to be intentional to make sure those feel lined up.

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Accountability of systems and structures. Real time views of how to adjust systems and knowing when to adjust. Identify indicators to see if they are working. Knowing what we put in place, what people are using, etc. versus waiting until a stepback.

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We need to be accountable. Not just the idea of accountable. A tangible way that we are accountable to our interviewers.

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SUSTAINABLE

INSPIRATIONAL

INVESTED

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"We don't rise to the level of our goals. We fall to the levels of our systems and structures."

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VALUABLE (TIME AND PURPOSE)

ANTI RACIST

PREPARED

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Mindset: Every interviewer has to feel ownership of this process (not just helping Admissions or something for staff members of a certain title level, etc.).

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Mindset: Every interviewer has to feel ownership of this process (not just helping Admissions or something for staff members of a certain title level, etc.).

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No long-term interview commitments scheduled months in advance. Teams determine which interviewers are available / able to focus on interviewing at each deadline. (P.S.: This is Charles screaming into the void on this one, not the full breakout group.)

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Feeling like they are uniquely qualified to do this work. Taking ownership that they are the right people to do this work.

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Believing that this is important / worth their time. Excited to interview someone. They want to interview someone.

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How IVers treat applicants' time: Not cancelling or pulling out last minute unless it's an absolute emergency b/c they believe applicants' time is valuable.

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Teams prioritizing interviews, blocking off time, adjusting capacity, so people can wholly focus on the interview experience.

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We care about you and want to support you.

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Should RT and regions own interviewing? If we want a seamless experience w/ accurate, consistent info, who is best equipped to do that?

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Interviewing (especially for admitted applicants) is the start of a relationship. IVers can connect after admission is offered.