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Before you decide to hire that promising job candidate, stop, think and ask, is he or she as good in person as they looked on paper? A properly conducted interview is the best and possibly the only way for finding the right job candidate. Asking the wrong questions is not only detrimental to the interview process but it may cause legal problems in the future |
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Before you decide to hire that promising job candidate, stop, think and ask, is he or she as good in person as they looked on paper? A properly conducted interview is the best and possibly the only way for finding the right job candidate. Asking the wrong questions is not only detrimental to the interview process but it may cause legal problems in the future. Prior to conducting the interview, it is very important to do your homework, by crefully reviewing the candidate's resume and developing a list of questions pertinent to the job. In this way, you will be better able to define the applicants strengths and weaknesses for filling the open position. When developing a list of questions, there are good questions and bad questions, know the difference and apply them consistently for all candidates throughout the interview process. This will lessen the chances of the candidate later filing a charge of discrimination or claim of bias. However, you should keep in mind, that a great set of questions does not make a good interview. A good interview results when the interviewer maintains an attitude of respect and a capacity for listening and paying attention to what the candidate is saying during the interview process. Let the candidate know, through your actions and enthusiasm, that it is a privilege for you to be able to ask them questions and an honor to hear their answers. When asking questions during an interview, ask the questions that the candidate has not likely heard before. This will minimize the usual role playing quality of the interview. Any question that requires the job candidate to do original thinking will give the interviewer a chance to assess how he or she thinks and communicates and how they react to the unknown. Being able to read their body language and facial expressions is also helpful. It is important that the interviewer not be afraid to ask the "hard" questions, after they get beyond the casual introductions and usual talk about the weather. Asking the right questions is the primary challenge so you might want to do the following.
Seek out the answers to the tough questions and do not be afraid to pursue the answers that you are looking for, assuming of course, that they exist. It is also recommended that the interviewer take notes during the interview. Let the candidate know what you are doing and explain why. Note taking will help you later if your hiring practices are challenged. Let the job interview be your friend, and always keep an open mind. Ask the "right" questions and make sure you evaluate the candidate on the specific requirements of the job, not on a set of "form" questions. The interviewer should also avoid the temptation of favoring an applicant whose answer happens to agree with theirs, and of course, always pay attention to what is being said. Remember, the burden is on the employer to know what the job requires and for knowing the right questions to ask. Maintain your professionalism at all times and you will succeed in hiring the right candidate. Human Resources Consulting Services can assist your organization with the training of individuals who have responsibilities in the interview and hiring process. Training on the proper interviewing techniques, including the right questions to ask, will not only lessen the likelihood of a discriminatory interview but will increase the probability of your finding the right candidate. Human Resources Consulting Services Robert F. Conte Attorney and Counselor (574) 239-8555 E-mail: rconte@hrlawconsulting.com |
