How to Design a Foolproof Interview Process
Interviews can be tedious, but they’re still important. Most employers have only a vague idea of what is appropriate to ask and how to gain the information necessary to decide whether an interviewee is the best fit for the company and position.
In his latest Huffington Post article, “Interviewing Do’s and Disasters,” author and attorney Jack Garson explains how to unearth critical information about a candidate within the current legal framework.
- Weeding Do’s and Don’ts: Use the interview as part of a longer hiring process to eliminate candidates who may not be a good fit. Include tasks in the application process that reveal details about an applicant’s personality, and use the interview to confirm the points that are important to the job.
- Legal Do’s and Don’ts: From obviously discriminatory questions like, “Are you pregnant?” to tests that invariably reveal information that could skew an employment decision, there are many legal requirements that could trip up an unwary employer. Work with a well-versed attorney to design a procedure that produces the results sought.
- Practical Do’s and Don’ts: Background checks are necessary, but be careful to stay within the boundaries set by law. When feasible, conduct multiple interviews and set a trial period to test out the new employee, offering a permanent position if all goes well. Remember that candidates are on their best behavior at the interview, so visible flaws are only likely to be worse when they have the job.
Hiring the wrong people can be a costly mistake for most companies. The best candidates from the interview process might be unable to produce the expected results. The reasons could have been discovered before employing them if the hiring process had been designed thoughtfully and with care.