In a recent article for Inside Higher Ed, Matt Reed discusses strategies that administrators can use to fairly evaluate the temperament of job candidates. Reed suggests asking staff how the candidate treated them, listening to see if the candidate uses pronouns such as “we” instead of always “I” when describing past work, and watching to see how candidates discuss previous mistakes and their responses to them. The author recommends bringing a member with different expertise and background, such as an EDI officer, into the final round of interviews to observe and catch issues that other interviewers may have missed. Finally, Reed encourages administrators to be aware of their own assumptions and to always interview in a group to ensure a well-rounded perspective. Inside Higher Ed (Acct. Req.) Note: Archived stories may contain dead links or be missing source links.