THE HIRING PROCESS - Amazon S3



THE HIRING PROCESS

THE APPLICATION

In reviewing an application, you become familiar with a person’s credentials, background, and qualifications as they relate to the requirements and responsibilities of the position. You also can begin to identify questions to be asked during the interview.

Focus on the ten key areas of an application:

1. Scan the overall appearance of the application / resume.

2. Look for blanks or omissions.

3. Review the applicant’s work history and make a note of any time gaps between jobs.

4. Consider any overlaps in time.

5. Make note of any inconsistencies.

6. Consider the frequency of job changes

7. Don’t assume that the applicant is necessarily looking for more money.

8. Carefully review the applicant’s reasons for leaving previous jobs.

9. Job titles may require explanations.

10. Review the application / resume for any “red flag” areas. (Example: “Personal” is often used as the reason for leaving. Many times, “personal” is a cover up for having been fired.

Don’t forget to get the applicant’s permission to check criminal backgrounds or do credit checks.

REFERENCE CHECKING

Do not underestimate the importance of checking the validity of employment references listed by the applicant. Unfortunately, many employers are hesitant to answer questions or to give out information about former employees other than verifying dates of employment. Make sure you document the name of the person who gives you a reference and the date of your conversation.

Ask about the dates and position held by the applicant. Try to get a reason for leaving. If you state what the applicant has written on the application, many times the former employer will verify the validity of the applicant’s information. It’s worth a try. If you have the opportunity to speak with a former supervisor or employer, ask questions that will tell you if the applicant is the type of person you want working at your organization.

Examples:

1. How does the applicant compare with the individual who took his/her place at the former employer?

2. Ask the former employer if he tried to convince the person in question to stay. This should tell you if the person’s contribution to the business was worthy of retaining.

3. What were the shortcomings of the applicant at the other job?

4. What type of individual did the applicant have difficulty getting along with?

Don’t ask a former or current employer about the amount of sick leave the person may have used or reasons for the person’s absences.

THE INTERVIEW

After checking references, including a criminal background check, if you are still interested, schedule an in-person interview with your applicant.

Allow sufficient time for your interview process. Plan an appropriate environment for the time you will spend with the applicant. Ensure privacy during the interview if you expect applicants to speak freely.

Be clear about the job and the skills / education / experience that are needed. Formulate your questions in order to determine whether or not the applicant possesses the skills needed and is capable of performing the required duties and responsibilities. Ask for specific examples that demonstrate the trait or ability you are seeking.

Ask open-ended questions. If you get answers in general terms, ask the applicant to be more specific. Don’t be so impressed with a person’s appearance or smooth talk that you really don’t focus on what is being said.

As the interviewer, avoid talking too much! With appropriate questions, the applicant should talk 80% of the time.

Take notes during the interview so you can easily refer to the answers / information or compare candidates. Even though the common thought is that information can be recalled at a later date, much of your conversation will be lost over time.

If you are unclear about information listed on the application, ask the applicant for clarification. Don’t try to guess what the person meant or assume an answer.

Ask questions that are JOB RELATED. Do not have criteria for the job that is not JOB RELATED.

POTENTIAL QUESTIONS FOR INTERVIEWS

The list of possible interview questions is long. Remember to stick with JOB RELATED questions. Here are a few examples:

Regarding work experience:

1. What job function(s) did you perform last?

2. What skills did you need for that job?

3. What part of your job did you enjoy the most and why? What was your greatest accomplishment? (Make sure the answer is not too broad or rambling.)

4. What was frustrating about your job?

5. Why did you (or do you) want to leave your past (or current) employer?

Regarding relationships with others:

1. What were the strengths / weaknesses of your former supervisor?

2. What were some of the issues that you and your former supervisor disagreed on?

3. What kind of people do you find difficult to work with?

4. How do you work or cope with difficult people?

5. How do you feel you were treated by your former supervisor?

Regarding career objectives:

1. What factors are important to you in a job?

2. What conditions or situations do you want to avoid in the next job you have?

3. What do you expect our position or our organization to offer that you do not have or did not have in your former job situation?

4. What is your long-range career goal?

There are many questions that you must AVOID. Discrimination by employers is illegal both in hiring and promotions. Do not ask questions that are covered under Title VII:

Don’t ask anything that pertains to

• Race

• Color

• Religion

• National origin

• Sex or pregnancy

• Age (40 and older)

• Disability

• Genetics

Repeat…Application forms must not ask questions relating to these factors, and neither should you! It is not acceptable to require a photograph of the applicant.

IN THE PRE-HIRE OR INTERVIEW STAGE, DO NOT ASK QUESTIONS OR SEEK INFORMATION ABOUT:

• Age or birthday

• Birthplace

• Marital status

• Number of children, their ages or childcare

• When the person graduated from high school

• Owning or renting homes

• Social or political interests

• Opinions of Labor Unions

• Active military status

• Health problems

• Disabilities

• Medical issues

• Smoking

• Medications

• Former Workers Compensation claims

• Arrests

This list is a sample of topics not to be discussed during an interview. This list is not inclusive of all topics. Remember…ask only JOB RELATED questions.

SOME PERMISSIBLE INQUIRIES:

Age – you can inquire if the applicant is a minor. Laws govern the number of hours that a minor can work.

Citizenship – you can ask if the person is legally authorized to work in the United States on a full-time basis. You can ask the person to show documents as required on the I-9 form. You cannot ask for more than the required documents, nor can you specify which documents you want to see.

Convictions- you can ask about prior convictions IF the conviction relates to the job duties and is still on the person’s criminal record.

Disabilities – you can ask if the applicant can perform required tasks (with or without accommodations) and you can ask the person to demonstrate the performance. Do not ask about the disability. Do not ask what accommodation is needed UNLESS a job offer has been made.

Languages – it’s all right to inquire about the languages someone speaks as it may pertain to the job you have available. Don’t ask how the person acquired the ability to speak or write the language(s) or if the person speaks the foreign language at home.

Work Hours – you can state the regular days, hours, or shifts to be worked and you can ask if the person has any schedule conflicts.

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