Conducting Effective Interviews

Job Interviews are stressful for interviewees and candidates.  To help turn a short period of time into an effective evaluation tool, it is best to have a plan for the interview.  There are different types of interviews for selecting candidates.  The University of Florida, HR Department – Recruitment/Staffing, has some good examples of behavioral interview questions.

Behavioral interview – This interview type asks candidates to describe how they have handled specific situations in previous jobs.  Candidates are expected to describe a situation or problem, the actions they took, and what outcome was the result.  Interview questions (when structured), and notes by interviewers, can be combined to create a consistent, repetitive process for various applicants.
Non-directive interviews use very broad questions, and allows the interviewee to focus and guide the conversation.  This allows for a great deal of information, but it is hard to have standard consistent interviews among candidates.
Non-permissible interview questions. Equal Employment Opportunity law requires that candidates not be asked questions that do not have any relationship to the functions of the position.  The following is a list of questions that should not be asked about during an interview:
  • Questions of applicants because you think your clients or customers may have certain prejudices.  Customer preference is not a bona fide occupational qualification.
  • Questions about age, race, color, place of birth, national and family origin, religion, sex, sexual orientation, disability, or ancestry.
  • Questions about the date a candidate graduated from high school or college. You may ask number of years attended and if a degree(s) was obtained.
  • Questions about past, present, or future marital status, pregnancy, plans for a family or childcare issues. You may ask if the applicant has any commitments that would preclude the applicant from satisfying job schedules or performing job-related travel. If such questions are asked, they must be asked of both genders.
  • Questions about the candidate’s state of health or handicap/disability (physical or mental).
  • Questions about family health.
  • Questions about the workers’ compensation history of a candidate.
  • Questions on the basis of sexual preference.
  • Questions that pertain to a candidate’s appearance (height and weight).
  • Questions about financial status or a candidate’s credit rating.
  • Questions about whether a candidate has filed or threatened to file discrimination charges.
  • Questions that would reveal arrests without convictions. You may ask about convictions (but not arrests) for crimes that relate to the candidate’s qualifications for a position.
  • Questions about what type of military discharge they received.
  • Questions about citizenship.

The Uniformed Guidelines on Employee Selection Procedures were developed,in part, by the EEOC to assist employers in complying with the requirements of Title VII and other federal EEO laws.

HR Categories
1095C form300 Log8(a)(1)AccommodationAffordable Care ActAmericans with Disabilities ActBackground screeningBilingualBonusesBusiness ExpensesCFPBChild laborCHIP NoticeChristmas partyCOBRACommercial Motor Vehicle DriverCompany CultureCompensationConcerted ActivityConstructionContagious diseaseCraft BeerDepartment of LaborDisabilitiesDiscriminationDOTDownsizing and RestructuringDress CodeDriversDrug and AlcoholDrug Free WorkplaceEEO-1 FormEEOCEmployee benefitsEmployee HandbookEmployee IllnessEmployee InjuryEmployee MisconductEmployee PoliciesEmployee RecognitionEmployee RightsEmployment PosterERISAEssential functionsExecutive OrderExempt EmployeeExit InterviewFair Credit Reporting ActFair Labor Standards ActFall ProtectionFederal ContractorsFitness for DutyFlorida rulesFluencyFMCSAFMLAForm 5500Form W-4Fractional HRGender Non-conformityGeneral HR QuestionsGoal SettingGroup Health InsuranceHarassmentHiringHolidaysHR ComplianceHR CostsHR ResourcesHR softwareHuman ResourcesI9 FormImmigrationIndependent ContractorIndividualized AssessmentInjury StatisticsInsuranceInvestigationsIRSJob DescriptionJob PostLeave of AbsenceLeaving a PEOManagerMedical ExamsMedical MarijuanaMinimum WageNational OriginNew HireNLRBOnboardingOpioidsOSHAOutplacementOvertimePay CardsPay or PlayPayrollPerformance Improvement PlanPerformance ReviewPersonnel FilePost offer medical questionnairePostersPregnancyReasonable AccomodationRecord KeepingRecruitingReligionRestaurantsResumeRetaliationRetentionRewardsSafetySalaried employeesSection 7 RightsSelf AppraisalSMART goalsSocial MediaSocial Security cardStart upTaxesTipped EmployeesTitle VIITPD BenefitsTrainingUniformsUSCISW4Wage and HourWellness programWork from HomeWorkers CompensationWorkplace MonitoringWrap Plans
Show All Categories
Show Less Categories
Archives
Need on-going HR support?
We have affordable HR retainers that offer a unique alternative to full HR outsourcing or the hiring of a full time HR employee. We design unique solutions to match your business strategy and budget. We have a proven track record of helping companies from many industries. We listen and probe to understand your needs and goals, before we offer recommendations and realistic solutions.
Contact Us Now