The interview is a process that can have a big impact on your company.? You are making a large investment in somebody and that somebody can either bring a lot to the table or have a negligible effect on your company. When you interview a candidate, you want to get past the two dimensional resume and get a full colored look at a ?could be? employee.? Asking the right questions is critical, but it can also be a high risk game.
You may be asking questions that seem harmless; but in reality, you could be opening yourself to discrimination lawsuits.? The question you must ask yourself while you question others is ?do my questions address job requirements??
This article clearly lays out questions to avoid and questions that are suitable for an interview.
Not Focusing on the Job Description
When determining if a question is acceptable or unacceptable, focus on the job requirements.? Base your questions on what relates to the tasks they will be performing.? Unacceptable questions pertain to anything unrelated to the job duties ? religious affiliations, lineage, national origin, ancestry, parentage, or nationality.? Avoid asking about private organizations the candidate may belong to.? Stay away from their sex, marital status, height, weight, or disabilities.
Focus on whether or not the candidate can meet the job requirements.? The rest of the story is none of your business.? When determining if the candidate will be a good fit for the company, don?t ask the following:
- Do you have a lot of kids?? How flexible is your babysitter should we need you to come in for some overtime?
- How young is your youngest child?
- Are you an American?? Where were you born?
- English doesn?t seem to be your native tongue.? What is your native language?
- Have you ever had trouble with the law?? Any arrests?
- Have you served in the military?? Were you honorably or dishonorably discharged?
- Did you graduate?? If so, when?
Don?t think of these ?questions to avoid? as questions that tie your hands and limit you during the interview.? These rules will keep you from prying into their personal lives, but it will not keep you from discovering a candidate?s competency.
Staying in the Clear
A good way to stay in the clear is to have a list of prepared questions with you.? A prepared list of relevant questions will give you the peace of mind that you are not straying into lawsuit territory.? You will also stay on track and focus on the job requirements and not on the personal aspects of the candidate.
If you think about it, you are not really concerned with the fact that they have a two year old at home or that they were born in a country like Bulgaria.? You care about whether they stand up to your job requirements.? Try to discover what their skill set is and if they are able to do the job.
While interviewing candidates, take a safe route.
- What days are you available to work?? What kind of hours can you give us?
- Are you able to travel for this position?? Are there any situations that would cause a problem with you travelling?
- Are you legally able to work in the United States?
- This job is suited for someone who speaks more than one language fluently.? Are you able to speak or write another language fluently?
- Do you have any criminal convictions?
- You have included military experience on your resume/application.? Tell me about your time in the service.? What kind of experiences and education did you encounter that would adequately prepare you for this job?
- Are you a high school graduate?? Do you have a college diploma or university degree?
Providing a Good First Impression
Remember the interview is one of the first impressions that you are giving to a potential employee.? Do you want them to leave the interview with a sense that you are a nosy employer who wants to pry into the private lives of their employees?
A bad impression from an interview might just give the candidate a reason to say ?no thank-you? to further interviews or offers.? Instead, ask the right questions and give them the confidence they are applying for a professional company run by professional staff and employees.
Do you have any experiences in interviewing candidates?? Have you ever asked the wrong questions?? Tell us about using the right strategies in an interview.
Based on his years as a florist in Clearwater, Greg Smith now advises local businesses via various guest blogging opportunities.? He came dangerously close to asking inappropriate questions at an interview once.? The blunder was unintentional, but could have been a business nightmare.? Fortunately, Greg learned his lesson and has since stayed in the clear.
11
MAR
Source: http://www.trainingtampa.com/2013/03/11/asking-the-right-interview-questions/
Honey Boo Boo pirate bay Psalms 91 once upon a time once upon a time RG3 Monsters University
No comments:
Post a Comment