What should units do with perceived pressure for a “courtesy interview”?
• It is important to apply the criteria selected for evaluating applicants consistently to all applicants. Interviewing someone who is not as qualified as other applicants on a ‘courtesy’ basis can raise unrealistic expectations on the part of the interviewee and may form a basis for a complaint of discrimination by other applicants. This includes internal applicants that you know are not qualified based on personal prior knowledge of the applicant’s performance. • You may wish to offer an informal meeting with the individual to discuss their interest in the position and explain why they were not selected for an interview.
