Interviewing and Hiring
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Frequently Asked Question's
Introduction
Selecting and retaining qualified individuals to fill positions contributes to the overall strategic success of any organization. Each employee, while employed, is hired to make
significant contributions to the organization. The search, selection and training process of hiring a new employee can be very costly to an employer in terms of time, morale and
costs. In order for an organization to remain competitive, it must hire and retain knowledgeable, talented and dedicated individuals.
There are many considerations involved in the hiring process. An employer may wish to conduct background verification checks or pre-employment testing. Other considerations include
whether to offer an employee referral program or job posting program, and which recruitment methods produce favorable results. It is important for any employer to have a carefully
constructed hiring process that will clearly meet the objectives of selecting a candidate that is a suitable match for the job and the organization.
What questions should I avoid asking during an interview?
Interviewers need to exercise a certain amount of caution in preparing interview questions. Any potentially discriminatory questions should be avoided. Under Title VII of the Civil
Rights Act, employers may not consider any information about an applicant's race, religion, creed, sex, national origin or ancestry in making any type of employment decision.
Additional questions regarding an employee's family and marital status can also be interpreted as discriminatory.
What questions should I ask during an interview?
The interviewer should focus on job-related questions during the interview. Properly constructed interview questions assess an applicant's ability to: perform required skills, adapt
to the job environment and company culture, and determine if the candidate possess the experience necessary for success. Many employers construct behavioral type interview questions
which are intended to assess an applicant's suitability for a position based on previous actions and performance in similar situations.
Our company is considering pre-employment testing procedures. What issues do we need to be concerned about?
It is common for employers to ask applicants to submit to various pre-employment testing procedures as part of their selection process. Regulations governing pre-employment testing
differ depending on the type of test being used and when the test is being administered during the selection process. However, there are certain guidelines that all employers should
follow when considering a pre-employment testing program. One of these factors is to be certain that the test(s) is job-related and accurately predicts job performance. All tests
should have a proven record of being valid and reliable. Most tests require the applicant's permission and include disclosure statements. It is important for any pre-employment test
to be only one component of a selection process. An employer should not rely solely on test results when making decisions about an applicant.
What factors should be considered and included in a hiring plan?
First, an employer should consider their staffing needs based upon a staffing plan. In addition, a recruitment method needs to be chosen and applications/resumes evaluated for job
related experience and qualifications. Interview questions need to be drafted from the job description and a decision made as to who the most logical company representative(s)
should be involved in the interviewing process. Interviewing practices should be applied consistently to all candidates. Any pre-employment testing should be conduct in accordance
to regulations and company policy. References should be checked for final candidates and an offer should be made verbally and in writing through an offer letter.
Once the candidate accepts the position, the employer should have a training plan for the new employee that includes a general company orientation, who will be training the new
employee, and clear goals and objectives for the employee to achieve.
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