Train Managers to Avoid Illegal Questions and Ask the Right Ones!
Anyone who conducts an interview should be trained on the right way to prepare and conduct an interview. Some people approach the interview like a casual conversation, others grill the applicant on technical skills. Others focus on the deficiencies of a past employee or ask irrelevant or personal questions. Some ask overly common questions like “what’s your greatest strength or weakness?” or worse, unlawful questions like “do you have any kids?” or “what kind of last name is that?”
Have you ever interviewed a person that did exceptionally well in the interview and then later fail to perform the actual job? How about the reverse - a person that “fails” the interview but later gets a chance to perform the job and nails it?
Asking the “right” questions to get the right” person into the “right” job is tricky. The interview must take into consideration the whole person to get an idea of how that individual will perform in the job. Consistency gets you an apples-to-apples comparison, but it also keeps you out of trouble with the law.
These common mistakes in interviewing can be avoided with a consistent approach to interview preparation. Interviewers should ask questions in four major categories: Knowledge, Skills, Values, and Behaviors
Knowledge = what they KNOW about the industry, market, job functions, education or specialized expertise.
Skills = what they can DO or have done in terms of work product, examples, projects, or achieving goals.
Values = what they THINK is important, or what the organization has determined to be important operating philosophies and principles.
Behaviors = how they ACT, RESPOND, or INTERPRET including their own self-management, communication, and work style.
i2i Workplace has training and tools to help prepare your organization’s interviewers. We have a training course with certification, sample templates based on work functions and work styles, and a thorough database of over 500 questions and how to evaluate the applicant’s response. For more information, or to preview the training, click here.
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