10
Things to Remember about Job Interviews
-
Know
the difference between what you would like the new employee to have and
what he or she must have in order to succeed on the job. If you don’t
have a clear understanding of your wants versus your needs, you may be
distracted by a jazzy “want” (an MBA!) and overlook the lack
of a need (he or she can’t make a decision!).
-
Don’t
give too much information about the job at the beginning of the interview.
If you do, you’ll risk signaling the answers to your questions.
-
Use
hypothetical, open-ended questions about job-related scenarios to draw
out how the candidate would handle specific incidents. In most cases,
this is more productive than close-ended questions that can be answered
with a yes, a no or a simple fact.
-
Have
the candidate bring his or her last three performance evaluations to the
interview. You may learn more from those than you do from the interview.
-
Control
your tendency to talk. Listen 80% of the time. Talk 20% of the time.
-
Give
candidates a list of the interview questions at the beginning of the interview
and then invite them to answer the questions in whichever order they choose.
This will reduce stress and will permit you to focus on their answers.
-
Don’t
ask any questions that are likely to elicit information about a disability.
Such questions may violate the Americans with Disabilities Act.
-
Use
a scoring sheet that appropriately “weighs” the various answers
so you won’t treat the response to a minor question the same way
you do that given to a major one.
-
Always
check references and former employers before making a job offer. This
can prevent a lot of heartache and reduce your exposure to negligent hiring
claims.
-
Select
the best qualified candidate and base your decision on solid, job-related
reasons. Your basis for selection should directly relate to the person’s
ability to perform the job in a safe, efficient, productive, secure and
ethical manner.
EEO-1
Report
Employers with more than 100 employees, and federal contractors with more
than 50 employees, are required to file an EEO-1 report by September 30th
of each year.
Reporting
is now done via an internet website. For more information, go to http://www.eeoc.gov/eeo1survey/
Vets-100
Report
Most employers with federal contracts are also required to file an annual
Vets-100 Report by September 30th.
You
can request a form, get more information, and file your report at http://vets100.cudenver.edu/
