10 Things to Remember about Job Interviews
1. Know the difference between what you would like the new employee to have and what he or she must have in order to succeed on the job. If you don’t have a clear understanding of your wants versus your needs, you may be distracted by a jazzy “want” (an MBA!) and overlook the lack of a need (he or she can’t make a decision!).
2. Don’t give too much information about the job at the beginning of the interview. If you do, you’ll risk signaling the answers to your questions.
3. Use hypothetical, open-ended questions about job-related scenarios to draw out how the candidate would handle specific incidents. In most cases, this is more productive than close-ended questions that can be answered with a yes, a no or a simple fact.
4. Have the candidate bring his or her last three performance evaluations to the interview. You may learn more from those than you do from the interview.
5. Control your tendency to talk. Listen 80% of the time. Talk 20% of the time.
6. Give candidates a list of the interview questions at the beginning of the interview and then invite them to answer the questions in whichever order they choose. This will reduce stress and will permit you to focus on their answers.
7. Don’t ask any questions that are likely to elicit information about a disability. Such questions may violate the Americans with Disabilities Act.
8. Use a scoring sheet that appropriately “weighs” the various answers so you won’t treat the response to a minor question the same way you do that given to a major one.
9. Always check references and former employers before making a job offer. This can prevent a lot of heartache and reduce your exposure to negligent hiring claims.
10. Select the best qualified candidate and base your decision on solid, job-related reasons. Your basis for selection should directly relate to the person’s ability to perform the job in a safe, efficient, productive, secure and ethical manner.
1. Know the difference between what you would like the new employee to have and what he or she must have in order to succeed on the job. If you don’t have a clear understanding of your wants versus your needs, you may be distracted by a jazzy “want” (an MBA!) and overlook the lack of a need (he or she can’t make a decision!).
2. Don’t give too much information about the job at the beginning of the interview. If you do, you’ll risk signaling the answers to your questions.
3. Use hypothetical, open-ended questions about job-related scenarios to draw out how the candidate would handle specific incidents. In most cases, this is more productive than close-ended questions that can be answered with a yes, a no or a simple fact.
4. Have the candidate bring his or her last three performance evaluations to the interview. You may learn more from those than you do from the interview.
5. Control your tendency to talk. Listen 80% of the time. Talk 20% of the time.
6. Give candidates a list of the interview questions at the beginning of the interview and then invite them to answer the questions in whichever order they choose. This will reduce stress and will permit you to focus on their answers.
7. Don’t ask any questions that are likely to elicit information about a disability. Such questions may violate the Americans with Disabilities Act.
8. Use a scoring sheet that appropriately “weighs” the various answers so you won’t treat the response to a minor question the same way you do that given to a major one.
9. Always check references and former employers before making a job offer. This can prevent a lot of heartache and reduce your exposure to negligent hiring claims.
10. Select the best qualified candidate and base your decision on solid, job-related reasons. Your basis for selection should directly relate to the person’s ability to perform the job in a safe, efficient, productive, secure and ethical manner.
EEO-1 Report
Employers with more than 100 employees, and federal contractors with more than 50 employees, are required to file an EEO-1 report by September 30th of each year.
Employers with more than 100 employees, and federal contractors with more than 50 employees, are required to file an EEO-1 report by September 30th of each year.
Reporting is now done via an internet website. For more information, go to http://www.eeoc.gov/eeo1survey/
Vets-100 Report
Most employers with federal contracts are also required to file an annual Vets-100 Report by September 30th.
You can request a form, get more information, and file your report at http://vets.dol.gov/vets100/
