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Training for Interviewers

  • 1.  Training for Interviewers

    Posted 04-11-2019 17:34
    Hi All - I'm looking for your feedback on the training you provide to individuals that participate in interviewing your applicants.  We currently use our faculty, preceptors and alumni as interviewers.  We are finding that more training is necessary so that we can capture valuable information to assist us in decision-making.  We are exploring options for revamping our training process to include bias training.

    We are interested in finding out what methods you use (PowerPoint, video, live, recorded, etc.) to provide training.  How often to do you require training?  How long is your training session?

    Looking forward to hearing what you have to say!


    Denyse Anderson
    Southern Illinois University Edwardsville
    School of Pharmacy
    Professional & Student Affairs
    Edwardsville IL

  • 2.  RE: Training for Interviewers

    Posted 04-12-2019 12:54


    All interviewers are required participate in training each year.  We use a combination of training activities.  I have a group training session where I go over the purpose, intent, and process/schedule of the interview, interview scoring rubric, approved interview questions, and WebAdMIT interview scoring input.  For this I provide the scoring rubric and approved interview questions to the group by email prior to the training.  They can then have access to the electronic version during training without the need to print anything unless it is their personal preference.  I use both PowerPoint and WebAdMIT during the training.  This annual training session is approximately an hour and a half.  The session is also recorded for later review if necessary.

    We have previously used a video of a staged interview interaction to allow discussion of individual opinions of where the specific responses would fall within the scoring rubric.  This allowed the entire group to get a better understanding of applying the scoring rubric and the expected response range while still allowing individual judgement.  This can be repeated (with a new video if needed) when a significant number of new interviewers are to be used in the upcoming interview cycle.

    I hope this helps.  If you have any other questions, please feel free to get back in touch with me.



    Jon Parker


    Jonathan Parker, M.A., Ed.S.

    Director of Pharmacy Admission

    McWhorter School of Pharmacy


    205-726-4242 | office

    205-726-4141 | fax

    800 Lakeshore Drive
    Birmingham, AL 35229


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  • 3.  RE: Training for Interviewers

    Posted 04-12-2019 13:32
    We offer a face-to-face training at the start of our interview season. Training is about 1.5 long conducted by me. I am finding that a refresher training is needed. So, I playing with the idea of creating a Canvas course where I can post training materials for interviewers.

    Nazach Rodriguez-Snapp
    Director of Admissions
    University of South Florida
    Tampa FL

  • 4.  RE: Training for Interviewers

    Posted 04-15-2019 19:01

    Hi All


    If you are willing to share your training agenda and/or materials that would be greatly appreciated. Maybe then we can combine the best of each of ours materials.






    Toby Spiegel, PSY. D

    Associate Dean of Student Affairs and Admissions, School of Pharmacy

    P. 562.988.2278 e. 2022 I  F. 562.988.1791  I  www. 

    1600 E. Hill St., Signal Hill, CA 90755

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  • 5.  RE: Training for Interviewers

    Posted 04-15-2019 20:55

    We do in person training as well. It is about a three hour session.


    We do a review of the interview process (including the questions and scoring rubric), as well as the scoring rubric for our faculty review of applications to see if they get enough points to be invited to interview. For the application review process, I actually have 1 good and one not so good application for them to review during the session, and then we go over them to see where there was consistency and a lack thereof.


    However, the number of faculty reviews is only about 20 or 25% of all applications, since we use a fast track to interview process for students who get enough points from their GPA's, and the bonus points we give for certain holistic applicant characteristics. Those Fast Track applicants get an automatic interview invitation, since in our fist couple of years we found that these students were extremely likely to get enough additional points to get an invitation after faculty review (which is a higher point requirement than the Fast Track requirement), so it didn't make since to have the faculty spend the time reviewing those applications. Especially since we still had the opportunity to have faculty review them on interview day, and pick up on any concerning issues.


    We also have a separate training session for those faculty who take part in the group session part of our interview day. We put students through riddles, a math competition, a competitive group quiz show, and a group presentation, so that we can better assess their professionalism, communication, engagement, critical thinking, academic integrity, and their teamwork and general social skills. Because students are engaged in fun activities, we find that it is much harder for them to "fake it", and we have been able to identify red flags that we never could have using other methods like the MMI; including cheating, bullying, and other aggressive behaviors.


    LB Brown





    Lawrence "LB" Brown, PharmD, PhD, FAPhA
    Associate Dean of Student Affairs
    Professor of Pharmacoeconomics and Health Policy
    School of Pharmacy

    Chapman University
    9401 Jeronimo Rd, Ste 116
    Irvine, CA 92618
    Phone 714-516-5487
    Fax 714-516-5481


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