How to Conduct an Interview
- On 16 January 2024
- Posted by Chantal Mariotti
Even via Zoom, sound interviewing techniques can keep you out of trouble. Know what to ask, and what not to ask during the interviewing process. Being prepared and organized is extremely important when it comes to interviewing a potential new hire. Have a list of questions that you want to ask the candidate and make sure they pertain to the specific job position as this can help you determine whether this candidate is fit for the role. To avoid any legal issues, never asking questions about the candidate’s personal life but rather focus on work-related questions. After all, this individual is a prospective employee and you want to ensure that they are qualified for the position, and that they are a good fit for your team.
Make sure that all interested persons complete a job application in order to become “a candidate”. With the proper language on your employment application, you will have obtained permission from the candidate to check his/her references at a future date. It also confirms your commitment to being an equal employment opportunity employer; without discrimination and informing them of the “employment at will”. We recommend that you indicate this at the bottom of your employment application form.
Don’t do all of the talking! The candidate should be the person doing most of the talking. An interview is often your one opportunity to really get to know the candidate and find out about their qualifications and values. It’s important to listen to what the candidate has to say because this will allow you to determine which candidate is an ideal fit for the role.
Inappropriate pre-employment questions include but are not limited to:
- Marital status or maiden name
- Child-care arrangements, number or age of children, family issues
- Homeowner or renter inquiries
- Mode or method of transportation
- Age, date of birth, date of school graduation, etc.
- Birthplace or citizenship inquiries
- Nationality, ancestry, descent, mother tongue, preferred or most commonly used language, source of ability to speak other language(s)
- Comments regarding hair, skin, eye color or complexion, race or color, or requiring a photograph;
- Comments regarding weight, weight questions
- Health or medical history, work-related injury history or reasons for previous absences
- Physical limitation, disabilities, source or reasons for (obvious) disability, nature of, severity of, or prognosis of (obvious) disability or extent of disability
- Religion or religious days observed
- Financial or credit history (including bankruptcy), or ability to be bonded
- Dates of military service, type of discharge, or service in foreign military
- Membership in social or fraternal organizations, clubs societies and lodges
- Names and locations of relatives for emergency contact purposes, or nature of relationship
- Any other questions that would elicit information about any of the protected groups
Need more information, or perhaps you’d like to outsource your “employment function”, or just have an HR professional conduct your interviews for you? Whatever the case, you can find great HR Consultants by clicking here: https://executivehrconsulting.com/hr-consultants
Make sure too that you mention “Executive HR Consulting” to receive a complimentary assessment of your needs.
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