Every year, during Interview Week, I find myself having the same conversation with my returning RAs who are helping interview the next cohort. Usually, it happens at the table in between interviewing the candidates. I’ll smile and say something like, “Full circle, huh?” Just a year or two ago, they were the ones nervously sitting across from a pair of interviewers, hoping they had a good answer ready for the onslaught of questions. Now they’re the ones with the questions in front of them, taking notes on candidates’ answers.
If we have time I’ll follow it up with another observation of, “Don’t you learn so much about interviews by conducting them?” Almost every time, they affirm it. Being on the other side of the table changes your perspective. It also proves to be very valuable in improving your interviewing skills. Most of the year as an RA, you’re the one answering questions. During selection season, however, the script flips. Suddenly, you’re the one asking the questions.
Many housing departments invite non-returning and graduating RAs to help interview applicants for the next cohort. Currently being one yourself, you can provide valuable insights to the selection process. Yet, being a great RA doesn’t automatically make someone a great interviewer. Interviewing carries its own responsibilities of fairness, professionalism, and intentional evaluation.
If you’re stepping into the interviewer, here are a few principles that can guide you:
Remember that You’re Representing the Department
Even if you’re “just helping out,” candidates see you as part of the hiring team. That means your presence shapes the tone of the interview. Make sure that you show up for your shift and arrive on time. When the candidate is present, stay engaged, avoid side conversations, and keep your phone away.
Stick to the Script
It can be tempting to improvise during interviews. Maybe a candidate brings up something interesting and you want to ask a follow-up/clarifying question. Or, maybe you’ve already heard the same answer a few times and think you have some better questions to ask.
Structured interview questions exist for a reason. Asking the same questions to every candidate ensures consistency, fairness, and better comparisons between applicants. When everyone answers the same prompts, it becomes easier for the hiring team to evaluate responses side by side. Think of the script less as a restriction and more as guardrails for a fair process.
Be Aware of Implicit Bias
Some schools like mine require training to take place before interviewing gets going. One of the most important responsibilities of an interviewer is recognizing and managing implicit bias. Bias can show up in subtle ways, such as preferring candidates who remind you of yourself or favoring communication styles that feel more familiar to you.
A helpful check during interviews is to pause and ask yourself, “Am I evaluating this person’s potential to succeed in the role, or my personal comfort with them?” Those aren’t the same thing. The goal isn’t to find someone you’d naturally be friends with. The goal is to identify candidates who can support residents, handle challenges, and grow into the responsibilities of the role.
Focus on Content, Not “Vibes”
Sometimes after interviews, people say things like, “I just didn’t get a good vibe.” While gut reactions can feel powerful, they aren’t always reliable hiring tools. Strong interviewers focus on the content of the candidate’s words. My school uses a rubric to score the candidates and avoid the arbitrary. Content-based observations create clearer, more equitable discussions when the hiring team reviews candidates.
When writing your comments, instead of saying, “They seemed awkward,” you might note that they struggled to provide any concrete examples of prior leadership roles. Instead of saying, “They were amazing,” you might observe that they shared multiple strategies on how they plan to engage their potential residents.
Answering Questions
Oftentimes, at the end of the interview, the opportunity is provided for the candidate to ask their own questions. The majority of the time, the question is geared towards the RA regarding RA experience. This is your time to shine! Your perspective is one of the biggest strengths student staff bring to the process. You understand what the role demands, but you also have a more recent memory of what it’s like coming into the role. Give your honest experience about the realities of the role.
In other instances, the interviewee may ask a question we may be unable to answer. Questions can range from, “Is there anything more you’d like me to share?” or, “What could I have improved on?” or, “Can you explain what the question means?” Providing the candidate the advantage of clarifying details or receiving feedback in advance creates inconsistencies and an unfair process.
Helping interview the next generation of RAs is such a fun opportunity. You’re not just asking questions, but also helping shape the future of the residential community. Who knows? Maybe one of the candidates you interview this year might be the RA sitting beside me at the interview table next spring. “Full circle, huh?”
