HR Nugget – Interviewing Tips

As we are now approaching the New Year, some companies get active in filling those vacant jobs or new jobs.  It is so important to set time aside to conduct the interviews.   Here are a few nuggets:

  • Be on Time!
  • Establish Rapport
  • Put candidate at ease
  • Discuss process – timeframe/skills assessment
  • Position discussion- Identify aspects of the position and how it ties into the organisation. Describe the position – don’t minimize the realities and don’t over sell the job!
  • Obtain information from the candidate- competency based Questions
  • Encourage the applicant to do most of the talking (80/20 rule)
  • Ask the same questions of all applicants for consistency and fairness
  • Avoid asking questions pertaining to Discrimination:, such as -Age, Race or ethnicity, ancestry, birthplace, native language, religion, religious customs or holidays, sex or gender, pregnancy or medical history, family or marital status, childcare arrangements, physical or mental disabilities.

 

Be careful what you ask, remember that asking the wrong questions could be potential liability for your Company.

Illegal Questions – What you can’t ask at Interview!Interview questions and issues you want to avoid include asking improper, even illegal interview questions making discriminatory statements, and making binding contract statements such as:

  • Are you an EU citizen? (adversely impacts national origin)
  • Do you have a visual, speech, or hearing disability?
  • Are you planning to have a family? When?
  • Have you ever filed a workers’ compensation claim?
  • How many days of work did you miss last year due to illness?
  • What off-the-job activities do you participate in?
  • Would you have a problem working with a female partner?
  • Where did you grow up?
  • Do you have children? How old are they?
  • What year did you graduate from school/college? (reveals age)

Final Reminders:

  • It is essential to know discrimination laws.
  • The interviewer should stay focused on the job and it’s requirements, not any preconceived assumptions about what the applicant can or cannot do.
  • Sell the job and the company while keeping your pitch realistic. Unrealistic job expectations will generally lead to employee dissatisfaction
  • Make sure you elicit questions or provide information which will help clear up any unanswered questions or doubts that are lingering in the applicant’s mind.
  • End the interview on a friendly note and, if possible, apprise the candidate of the next step and the time frame for a decision
  • Complete the evaluation form while the interview/s is still fresh in your mind.
  • Make a fair and unbiased recommendations or decision based on the job related qualifications of the applicants.

If you need any more information or support with your Interview process, please contact Mary on 086 8225448