HR Corner: Hiring? Interview Dos and Don’ts for Employers
Q&A: Benefits Renewal Talks with Eric Gulko
August 28, 2024Conducting effective and lawful job interviews is crucial for employers aiming to hire the best candidates. A well-managed interview process not only ensures fairness but also provides valuable insights into each candidate’s suitability for the role. Here’s a guide to help you navigate the dos and don’ts of interviewing.
There are several practices that can make the interview process effective.
Prepare for the Interview
Review the candidate’s resume, cover letter, and any other submitted materials. Additionally, checking their LinkedIn profile can offer extra insights into their skills and experience. Prepare relevant questions in advance that align with the position and your company’s needs.
Welcome the Candidate
Allocate time for candidates to ask their own questions. This will provide insight into their research on your business and the role and help you gauge their interest and understanding.
Greet the candidate warmly and professionally. Remember, you’re also showcasing your organization, so aim to create a positive and engaging experience.
Ask Open-ended and Behavioral Questions
Using open-ended questions encourages candidates to provide more than just a yes or no answer. These questions require the interviewee to elaborate on their skills, experiences, and thought processes. Behavioral questions, on the other hand, reveal how candidates have handled specific situations in their past or current roles. Often, past performance is the best predictor of future behavior.
Listen More than You Speak
Aim to spend only about 20% of the time speaking, leaving the candidate to talk for the remaining 80%. Allow them to fully answer your questions and practice active listening.
Be Consistent Across All Interviews
Standardize your questions for all candidates. This consistency will help you better compare and evaluate their responses.
Provide Clear Information
Clearly outline the job requirements and expectations. Also, inform candidates about the next steps in the hiring process and how they will be notified of any updates.
Allow Time for Questions
Pitfalls to Avoid During the Interview Process
Avoid Illegal or Inappropriate Questions/Comments
Do not ask illegal or inappropriate questions such as age, race, gender, children, salary, or other personal details that may be protected by local, State, or Federal laws. Stick strictly to questions that assess the candidate’s skills and experiences. If an applicant should offer information voluntarily about a topic that could be viewed as discriminatory, ignore it, do not respond to it, and move on to your next question.
Don’t Rush the Interview
Arrive on time for interviews, and do not rush through them. Take your time during the interview to ensure each candidate receives your full attention and has the opportunity to discuss their experience and qualifications in detail.
Do Not Engage in Bias or Assumptions
Refrain from making assumptions based on appearance, culture, or background. Evaluate candidates solely on their responses and qualifications.
Don’t Make Promises
Avoid making promises you cannot keep. Stay neutral about the candidate’s chances until the recruitment process is complete.
Finally, take detailed notes on candidates’ responses, and remember that these notes should be written as if they could be reviewed in a legal context.
By following these dos and don’ts, you promote an effective and legally compliant interview process. This approach not only aids in selecting the best candidate but also showcases your organization’s commitment to fairness and professionalism.