How to Conduct an Interview for an Employee

Interviewing for new hires is one of the most difficult tasks for an employer, and with so many legal requirements, there are a lot of things to remember not to do, as well as trying to remember everything you need to do. While there are some questions that are prohibited under the Disability discrimination Act and Equal Employment Opportunity laws, keeping the questions focused on the job requirements would protect you from liability if the person is not hired.

Prepare a list of questions about the work responsibilities, as well as the person’s experience and education level, before interviewing for any position. This will help you assess their suitability to perform the job. Consistency in job interviews will allow you to accurately compare candidates based on the same information, as well as stay within the law. Use the same set of questions for all applicants, and write down their answers and keep them on file right after the interview.

It’s also a good idea to write notes on your interview sheet about why the candidate may or might not be a good fit for the job. If the applicant submitted a resume with their application, have them make the required notations on the paperwork they supplied if there are any differences that are explained during the interview.

During the interview, you should expect the applicant to dress and act professionally, and they should be treated with the same respect. Don’t make them wait any longer. If the interview is set for ten o’clock, be ready to meet with them at ten o’clock. By making them wait for an hour or more before meeting with the interviewer, many excellent prospects can be lost.

Remember that they will be anxious, so making them feel at ease at the start of the meeting is crucial. Avoid putting something in the way of the applicant, such as a table or half of a wall. Sitting on the same side of the table as the applicant will demonstrate that you are interested in them, just as they are in working for you.

Be open and honest about the job and the responsibilities that will be expected. Make the position appear more important than it is, but it is acceptable to clarify how promotions work and what is required of a candidate for advancement. If you have any time constraints that may prevent someone from being promoted, be upfront about it. Most applicants would consider a position if they have all of the necessary information. If they discover you weren’t entirely honest about what was expected of them after they’ve been hired, they may become a temporary employee.

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