In this section we will review the second phase of the employee lifecycle- interviewing the candidate. The following are some basic guidelines that can lead to a more effective interview.

Structure your interview by basing questions on job duties.  Use specific job-knowledge, situational or behaviorally-oriented questions and objective criteria to evaluate the interviewee’s responses.  Keep control of the interview and take brief notes.

Prepare for the interview by holding it in a private room where interruptions can be minimized.

Prior to the interview, the interviewer should review the candidate’s application and resume, as well as the job duties and required skills and traits.

The interviewer should establish rapport, putting the interviewee at ease in order to find out the necessary information about the applicant.

When closing the interview, leave time to answer questions the candidate may have and, if appropriate, advocate your firm to the candidate.  End the interview on a positive note.

Once the candidate leaves, and while the interview is fresh in your mind, review your notes and fill in the structured interview guide.

Knowing how to properly conduct an interview pays large dividends in the quality of the employees you hire. Interviews also have legal and ethical requirements.  Many questions can be considered illegal and have the potential of being viewed as discriminatory. Questions regarding age, race, religious beliefs, national origin, disabilities or marital and family status are considered illegal and cannot be asked. Only job-related questions may be asked. The interviewer must be knowledgeable of the difference between job-related and non-job related questions.

Job-Related: We are open seven days a week and operate from 8 a.m. until 11 p.m. Are there any days or parts of days you cannot work?

Non Job-Related: We are open seven days a week. Do you have children and does our schedule pose any problem with daycare or school?

Job-Related: The position we are hiring for must operate a food slicer. By law, you must be 18 years old to operate the slicer. Do you meet this requirement?

Non Job-Related: The person we are looking for must have high energy. Do you think you are too old to keep up?

Job-Related: Are you able to report to work at 8 a.m. sharp?

To read more of this column by Marco Garza, pick up a copy of the June edition of Valley Business Report, on news stands now, or visit the “Past & Current Issues” tab on this Web site.