Are you hiring the right people? It can be a challenge to match a prospective candidate with the right job. To ensure that you hire the most qualified individuals you need to:
This guideline is designed to help you conduct selection interviews that can predict job performance so that you can match the most qualified candidate with the position you are interviewing for. The guideline uses a behavioral-based interviewing approach that assumes past job behavior is the single best prediction of future job performance.
The fundamental concept behind behavioral-based interviewing is that behavioral examples, that is specific life-history events, provide information regarding the presence or absence of skills. Hiring decisions should be based on more than just your intuition. Relying on intuition as a basis for employee selection is questionable on legal grounds and can also generate unreliable information, leading to poor selection decisions. Using a behavioral-based interview process provides evidence about the person’s ability to do the job.
Points to remember:
According to current Federal guidelines, non-permissible pre-employment interview inquiries include:
|Marital status||Birth date or birthplace|
|Spouse's name||Date of arrival in U.S. or port of entry|
|Number of children or other dependents||Whether candidate is a naturalized or native born citizen|
|Whether candidate owns home, rents, rooms or lives with relatives||Inquiries into foreign address which would reveal national origin, high school graduation date|
|Location of local draft board||Any disabilities|
|Relative to be notified in case of emergency||Complexion or color of hair, eyes, skin|
|Religious denomination or affiliation, church, parish, pastor, or religious holidays observed||Requirement of birth certificate, baptismal record, naturalization papers or photograph|
|Military service other than U.S.||Any inquiry with regard to the candidate's parents, spouse, children, or other dependents or relative which would review names, addresses, places of employment, birthplace, ages, national origin, or citizenship status|
Before the Interview
Since preparation is the key of having a smooth running interview, set aside time prior to the interview to review the information gathered up to this point. Review the candidate’s resume and application. Create the environment for an effective interview—comfortable, pleasant and arranged so you can talk easily.
During the Interview
Past job behavior is the single best predictor of future job performance. To get the information you need to make an informed hiring decision, follow these steps for conducting a successful interview:
After the Interview
Evaluate the candidates. Make your final recommendation by determining which candidate best matches the job requirements based on their skill sets.
Creating an evaluation form that lists the names of job candidates and whether they have the required skills may be helpful in reviewing all of your candidate’s skill sets on one page.
Candidate Evaluation Comparison
|Job Candidate||Skill #1||Skill #2||Skill #3||Skill #4||Skill #5|