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| JULY 2010 |
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Interview Questions - What You Need To Know As hiring begins to rebound, many small businesses may once again be thinking about recruitment and candidate selection. And, of course, one of the most important parts of the process is conducting the interview. Whether you are a small business owner who conducts your own interviews, manager of a department or experienced HR professional, the following is a quick “refresher” on the do’s and don’ts related to interview questions. Questions you may ask Interview questions should be job-related, and provide insight into the candidate’s ability to perform the essential functions of the position you are filling. They can also provide certain information about the interviewee. Some examples of acceptable job-related inquiries include:
Questions to avoid Because of the numerous federal, state, and local anti-discrimination laws that govern the employment process, direct and indirect inquiries concerning an interviewee's race, color, religion, sex, national origin, age, disability, genetic information, military service, or any other protected class status should be avoided. In addition, some states have strict limitations on pre-employment inquiries about criminal backgrounds, in particular, arrests not leading to convictions. Questions to avoid include:
Interviewing in Compliance with the Americans with Disabilities Act The Americans with Disabilities Act (ADA) goes one step further than the traditional civil rights laws that prohibit employment discrimination on the grounds of race, sex, age, or other protected classes. Under the ADA, it is not enough that an employer simply does not discriminate. Employers must, under certain situations, also take steps to make "reasonable accommodations" for individuals with disabilities. To avoid charges of discrimination, employers should also adhere to the following guidelines when interviewing applicants with disabilities:
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