The Interview Process Gc

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“ Having a preplanned structure ensures you are asking the right questions,” says Shelly Goldman of The Goldman Group Advantage, a Reston, Virginia, executive firm. Whether she’s recruiting 50 entry-level workers or just one C-level executive, Ms. Goldman takes the time to lay the foundation before beginning to interview candidates. Shelly Goldman President, The Goldman Group Advantage, Reston, Virginia

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The purpose of the interview is two fold: The employer wants to find out if: ,[object Object],[object Object]

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[object Object],qualifications, but it is difficult to insure consistency in questions for all candidates.

[object Object],[object Object],[object Object],Tip # One: DEFINE YOUR OBJECTIVES BEFORE YOU START. Even if you think you are an expert interviewer, a “seat-of-the-pants” approach can backfire. Take the time to clearly define what you are looking for before you begin recruiting.

[object Object],[object Object],[object Object],[object Object],Tip # Two: SELECT YOUR QUESTIONAIRE IN ADVANCE. Don’t rely on a job description and a candidate’s resume to structure the interview. You’ll get much better information if you carefully pre-select questions that allow you to evaluate whether a candidate has those skills and behaviors you’ve identified as essential for the job. You might include some or all of these types of questions:

Tip # Three: BUILD AN INTERVIEW TEAM. Whenever possible, have more than one person interview candidates; you’ll gain a balanced perspective and be more likely to have a fair hiring process. In addition to the reporting manager and a Human Resources representative, think about including some of the people who will be working with the new hire.

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Definition of an Illegal Questions Title VI, The Americans with Disabilities Act , and other Federal and State acts forbid employers from discriminating against any person on the basis of sex, race, national origin, religion or disability. Therefore, an illegal question is any question pertaining to any of these areas that could be construed discriminatory and is completely unrelated to any requirement of the position . Questions must be focused only to determine a candidate’s capability to perform the essential functions you have defined for the job.

[object Object],[object Object],[object Object],Following are some of the key areas that are covered by fair hiring laws. Essentially, you cannot ask questions that will reveal information that can lead to bias in hiring, but you can ask questions that relate to job performance.

[object Object],[object Object],Here are some tips on how to master the fine art of interviewing:

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The main topics covered in this presentation were taken from the following sources: How to Interview Candidates Louise Kursmark Monster Contributing Writer Texas Job Hunter’s Guide OSU Career Service: Legal vs Illegal Questions Ready Reference This presentation has been put together solely for the purpose of training the Managers and Supervisors of Letstalk.com and not for the infringement of copyright laws. GPC Training and Development

The Interview Process Gc

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The Interview Process Gc