Improve Your Interview Procedures and Get Results

Have you ever asked these questions during a job interview?

Q. What do you want to be doing five years from now-Q. How would you handle a situation where an employee needed discipline-Q. What do you consider your strengths and weaknesses-

Big mistake! Questions like these can inspire creative applicants to tell you what they think you want to hear in order to try and impress you.

Another mistake is asking theoretical questions. You’ll get theoretical answers and possibly learn a lot about the prospective employee’s dreams and fantasies. Or you might learn nothing at all.

A better approach is to ask for specifics to elicit responses that tell you what the applicant has done — rather than what he or she intends to do.

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Interviewing Disabled Applicants: What NOT to Ask

negative-42774_1280You always want to be careful when interviewing job applicants so you don’t ask questions which can lead to legal trouble.  For example, here’s a question you should avoid: “Have you ever been injured on the job?”

Due to laws which protect disabled individuals from discrimination, you may want to brush up on interviewing etiquette to make sure you’re not discriminating against persons with disabilities.

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Best Questions for Applicants

One way to waste less time in doing applicant interviews — and at the same time improve the quality of your hiring decisions — is to ask applicants the right questions.

You can improve the value of what you learn in interviews by taking time to prepare productive questions.

Don’t ask questions just for the sake of asking and to have pleasant social conversations. Here are some points to consider:

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Legal, Acceptable Interview Questions

approved-160120_1280Train everyone in your workplace who does applicant interviewing to avoid asking questions which could prompt applicants to give information that might lead to legal problems.

Examples: Asking only female applicants questions about child care arrangements could lead to sex discrimination charges. Asking applicants questions about the non-work-related clubs and organizations they belong to could lead to various discrimination charges.

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Interviewing Can Create Legal Traps

end-588614_1280Too many supervisors conduct interviews as if they’re striking up conversation on an airplane. You don’t have to be a seasoned traveler to know the kind of dialogue which takes place on plane trips. Something like this:

“Are you on vacation? Where do you live? Do you have a family? How old are your children? Are your children in day care while you work? Your name is interesting, what nationality is it?”

Beware if your supervisors’ interviewing techniques sound like this. And if you don’t know what your supervisors are asking applicants, you need to find out. Questions like these are extremely dangerous.

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