The search committee should first determine the nature of structure of the interview. Each candidate should be given the same access to information about the department and university and experience a similar introduction and interview process.

Consider how a department can represent itself as a place in which women faculty can thrive.  Some things that make the department more attractive to women are clear polices and procedures for evaluation and promotion, mentoring resources for junior faculty in general and female faculty in particular

Prepare a standard set of questions for all interviews, including follow-up questions.  Interview questions assist in determining a candidates qualifications for a position and should be based on the position description, required qualifications and preferred qualifications.  All candidates should be asked the same initial questions, with follow-up questions as necessary to help clarify the candidates’ experience or qualifications. It is unlawful to ask questions related to age, race, color, religion, national origin, citizenship, physical disability, sex, martial status or sexual orientation.   Do not inquire about the parenthood or childcare arrangements. 

Create a comprehensive scoring guide for the condidates' evaluation sheet.

Decide (before any interviews) how the committee wants to present U.VA. to the candidates.  Pick at least five points to communicate to the candidates.

Prepare a Welcome package of materials to send to each candidate including the  department and school brochures, campus map, University publications, resource guide and faculty handbook or links to the information.  Also include information on dual hires, family friendly policies and benefits. This information should be given to all candidates, regardless of gender.