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A. Choosing a Candidate

This section provides guidance about navigating through a pool of candidates and offers tips on
interviewing, writing tests, approvals, and job offers. broad and significant questions

1. Interviewing Candidates Is the candidate truly interested in tribal law and tribal court?

The interview process begins after the court has narrowed down the candidates based on their
submitted materials. Many judges will not interview candidates who provide poorly written materials. Has the candidate researched the tribe and the court?
Some judges have the court staff analyze the materials and vet the candidates before the interviews.

After the court selects applicants to interview, the next step is to prepare for the interviews. The tribal
court should determine if the interviews will be in person or remote. The candidate’s answers will Is the candidate sensitive to the differences among
give insight into his or her background and skills and can clarify the judge’s broader, more significant federal, state, and tribal courts?
questions.

Will the court staff and the community be

comfortable with this candidate?

Can I work closely with this candidate under stressful circumstances?

Will I end up redoing this candidate’s work product,

or will it be done right the first time?

Will this candidate keep confidences?

Will this candidate be reliable and efficient?

The interview should allow the judge to understand the applicant’s thought process and ability to
make judgments. “The interview should be a conversation, during which the applicant demonstrates
83
84
[their] competency, judgment, personality, and interest.” It reveals how well the applicant articulates
their thoughts, level of self-confidence, maturity, and overall preparation. The interview is an
opportunity for the applicant to establish a good rapport with the judge. The hired applicant will
spend the majority of their time with the judge. Therefore, the judge should enjoy the applicant’s
company and personality.

83 Id. at 57.
84 Id. at 58.
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