The interview is a valuable tool for the supervisor in assessing the applicant’s suitability for the position. It is also the applicant’s biggest opportunity to gain knowledge concerning the position duties and responsibilities and the company’s environment.
You should prepare for the interview by studying the application form and / or resume and reviewing the qualification requirements established for the job. In addition, the interviewer should list specifics to be explored such as apparent gaps in the applicant’s work record, ambiguous or contradictory entries on the application, etc.
You should also be aware that questions that would ordinarily be lawful may, in some circumstances, be held to be evidence of unlawful discrimination. See the end for some examples.
- Allowable questions are any which pertain to the background of the candidate both in education and experience essential to actual performance on the job. These include any incomplete information on the resume or application.
- Why the applicant left former job and what kind of references he or she would receive from their former employer.
- What the applicant’s prior job duties consisted of and what he or she liked or disliked about prior jobs.
- In what kind of job duties, hours, days, etc. the applicant is interested.
- Allow the applicant to mention and discuss what he or she feels is relevant to the job for which he or she is applying.
- Citizenship or working visa, but not country of origin.
Interview Format
- Introduction of company and position
- Introduction of supervisor, length of time with company, philosophies, etc.
- Tour of the facility
- Review of resume and / or application, ask related questions.
- Allow the candidate to ask questions.
- Ask at least three situational questions.
- Allow the candidate to ask questions.
- Tell the candidate what the next steps are and the expected timing.
- Conclude.
Candidate Evaluation
Candidate evaluation forms can be a useful tool to fairly compare different candidates by ranking overall qualifications for the position which they have applied. Under each category, you should give the candidate a numerical rating and write specific job-related comments in the space. Each category should be weighted for importance to success in the position. In the comments, consider ways that a low ranking can be overcome (training, e.g.). The form should be completed as soon as the interview is completed and the candidate has left. Below are suggested categories for ranking:
- Educational Background / Training
- Prior Work Experience
- Technical Qualifications / Experience
- Verbal Communication – how were the candidate’s communication skills during the interview (i.e. body language, answers to questions)?
- Candidate Enthusiasm – how much interest did the candidate show in the position and the company?
- Knowledge of Company – did the candidate research the company prior to the interview?
- Teambuilding / Interpersonal Skills
- Initiative
- Time Management
- Customer Service
- Salary Expectations – what were the candidate’s salary expectations? Were they within the range for the position?
- Overall Impression and Recommendation – final comments and recommendations for proceeding with the candidate.
Interviewing Guidelines
- Questions about national origin or ancestry are prohibited because they have no relevance to the job or work status - unless the position specifically requires a U.S. citizen (which should be stated in the job posting).
- OK: Are you legally authorized to work in the United States?
- Not OK: Are you a U.S. citizen? Where were your parents born?
- Questions about disabilities or illnesses of any sort should be avoided.
- OK: Are you able to perform the specific duties of this position?
- Not OK: Do you have any disabilities? Have you had any recent or past illnesses or operations?
- Questions to ask about a candidate's interest and activities outside of work should be framed with care to avoid political and religious affiliations or other personal matters.
- OK: Are you a member of any professional or trade groups that are relevant to our industry?
- Not OK: Do you belong to any clubs or social organizations?
- Questions about arrests or pending charges that are not related to the particular job.
- OK: Have you ever been convicted of [something substantially related to the job]?
- Not OK: Have you ever been arrested?
- Questions about retirement plans.
- OK: What are your long-term career goals?
- Not OK: How much longer do you plan to work before you retire?
- Questions about family obligations that may get in the way of work. Ask directly about the candidate's availability, instead.
- OK: Are you available to work overtime on occasion? Can you travel?
- Not OK: Do you have children? Can you get a babysitter on short notice for overtime or travel?
- Questions about religion.
- OK: Are you available to work within our required schedule?
- Not OK: What religion do you practice? What religious holidays do you observe?
- Questions about age should be limited to over 18 (or 21 if applicable).
- OK: Are you over the age of 18?
- Not OK: How old are you? When did you graduate from college?
- Questions that hint at a woman's marital status and anything that could be mistaken as a question referring to national origin or ancestry.
- OK: Is additional information necessary to check references, such as a different name or nickname?
- Not OK: Is this your maiden name? Do you prefer to be called Ms., Miss, or Mrs.?
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