How To Interview Employees By Dock Murphy At Isnare.com Ezine Articles

One of the most difficult things for an employer is to interview for new employees and with many legal requirements there are a lot of things to remember not to do as well as trying to remember everything you have to do. Several questions may be taboo when it comes to the Americans with Disabilities Act and Equal Employment Opportunities laws, keeping the questions focused on the requirements of the job will keep you safe from liability if the person does not get the job.

Prior to interviewing for any position, devise a list of questions pertaining to the job duties and the person’s experience and education level that will help determine their suitability to perform the job. Consistency in job interviews will not only keep you within the law, it will allow you to accurately compare candidates based on the same information. Use the same list of questions for all applicants and immediately after the interview write down their answers and keep them on file.

It may also be a good idea to make comments on your interview sheet about why the person may or may not be a good fit for the position. If the applicant has provided a resume along with an application if there are any discrepancies that are explained during the interview, have the applicant make the necessary notations on the paperwork they provided.

You will expect the applicant to dress and act professionally during the interview and they should be afforded the same respect. Do not keep them waiting. If the interview is scheduled for 10, then be ready to meet with them at 10. Many good prospects can be lost by making them hang around for an hour or so before meeting the interviewer.

Remember, they are going to be nervous and making them feel comfortable at the beginning of the meeting is important. Try not to place obstacles between you and the applicant such as a table or half of a wall. Try to sit on the same side of the table as it will show the applicant you are taking an interest in them, just as they are taking an interest in working for you.

Be honest about the job and the duties that will be expected. Do not make the position seem more than it really is, but it’s OK to explain how promotions work and what is expected of a person to be considered for advancement. If you have any time constraints that may hold a person back from promotion be up front with the information. Most applicants will consider a position as long as they have complete information. Finding out you were not completely honest about what was expected of them after they are hired may make them a short-term worker.

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