Your company is growing and you have the need for additional employees. The
ads have been run and a number of applicants are, at least on paper, qualified
for the positions. It is time to meet with the finalists for face-to-face
meetings so that you can decide which candidates will be the ones to help in
your company's continued growth.
Passing interview is an important part of running a successful business;
since your employees are one of your most valuable assets, you must choose
wisely. Here are a few tips for conducting interviews:
- Do your homework. Familiarize yourself with the
applicant's resume before the interview.
- Make a quick list of questions that you want to ask and
information about your company that you want to offer the candidate.
- Be professional. You are representing your company and
will give the applicant their first real impression of the working
environment. Be on time, dress professionally and use appropriate
- Keep in mind that there are a number of questions that the
law forbids you to ask. Since employers cannot discriminate on the basis
of age, race, gender, religion, national origin or disability, you must be
careful in approaching any of these subjects. You do not want to put your
company in the position of defending your hiring practices by asking inappropriate
questions. Here are a few guidelines in that area:
- You cannot ask an applicant's
date of birth, but you may ask them to confirm that they are over 18.
- You cannot ask about a person's
citizenship or nation of origin, but you may ask the applicant if he/she is
authorized to work in the U.S.
- You cannot ask if an applicant
is married, has children or is planning to have children. You may ask the
applicant if they will be available for overtime or travel, if it pertains to
the position for which they are applying.
- You may not ask a person's
height, weight, health history or disabilities. If necessary for the job, you
may ask if they are able to lift X number of pounds or work on their feet for 8
- You may not ask if an applicant
has ever been arrested, but you may inquire about convictions regarding
specific crimes that may come into play at your place of business.
- You may not ask an applicant if
they were honorably discharged from the military, but you are permitted to ask
for details on skills that they may have learned during their service.
- Try to see things from the applicant's point of view.
Remember that not only are you considering them as a potential employee,
they are also sizing up your company as a potential workplace. Offer an
honest but upbeat description of the job, as well as the possibility for
- Be friendly. By creating a relaxed atmosphere, you will
allow the interviewee to be open and honest with you.
- Encourage the applicant to ask questions. Their questions
will help you to determine where their priorities lie. It would certainly
be beneficial to know right up front that his/her biggest concern is being
able to run right out the door at 5:00!
This article is written by Elizabeth Grace.
The article source is How To Conduct an Interview.