Many people given the role of interviewer are poorly trained in interviewing skills and techniques. It is strongly recommended that personnel charged with conducting interviews be trained, not only on the law, but also on the tools that will help them evaluate the intangibles that lead to good ahires.
Following are they types of interviews that can take place:
Phone vs. In Person
A phone interview can be beneficial in situations where an applicant would be required to travel a long distance to do a face-to-face interview. A company may also wish to conduct preliminary interviews via phone in order to select the top three or four applicants.
Structured (Formal) vs. Unstructured (Informal)
In a structured or formal interview, the interviewer knows ahead of time what he or she will ask the applicant. In an informal interview, there may not always be a pre-determined set of questions, which will allow the applicants’ responses to determine the direction of the interview.
Aptitude vs. Psychological
The aptitude method involves measuring the applicant’s knowledge or proficiency of specific job skills. For example, assessing how many words a minute an applicant can type might be important if typing is an essential function of the job. If the aptitude method is used, it is best to use the same test for all applicants.
Psychological interviews are more behavior driven. For example, one might ask an applicant about a hobby he or she is passionate about, paying close attention to the way he or she looks and sounds when answering. They might compare this to the way the applicant looks or sounds when asked about work issues.
Additionally, when interviewing an individual, consider that a range of skills and abilities are needed to conduct a successful interview. Here are some behavioral cues that could help in the decision-making process:
• Establish and maintain rapport by greeting the person in a friendly manner
• Observe nonverbal behavior and note behavior such as facial expressions, gestures, body positions and any other inconsistencies
• Ask one question at a time and use open-ended questions
• Document the qualifications of the applicant and never make any notes that could be construed as discriminatory
• End the interview with a brief summary and tell the applicant about any next steps to be taken
Inappropriate questions can open up the risk of a claim of discrimination
What’s more, interviewers are exposed to possible lawsuits over employment practices, because of questions asked, or if the interviewee feels they were not fairly treated in some way.
Commercial insurancein the form of Employment Practices Liability (EPLI) can protect against suits alleging any type of mistreatment or any inappropriateness occurring during this process.
Questions that should not be asked include whether or not they are married, have children, or are a U.S. citizen. Exclude questions about age, whether or not they go to church, have any disabilities, or have ever filed a workers compensation claim.
By Jade Scheffer