Hiring can be one of the most difficult parts of being a business owner. You look for the best people for your company and you ultimately end up making your decision based on one event: the interview.
So, how can you conduct an interview that will reveal your next employee of the month? According to Kathleen Lapekas, founder of Lapekas HR Consulting in Evansville, Ind., it all comes down to how you phrase your questions.
“The best types of questions are directly job related and behavior-based,” she says. “Ask someone to explain a time when they had a co-worker that drove them nuts and how they handled it. Keep them talking about real scenarios to learn more about your candidate.”
Lapekas recommends staying away from the following questions:
Question #1: When did you graduate from high school?
While this question may seem benign, it can be perceived as trying to find out a candidate’s age, which is discriminatory.
“You can ask someone when they graduated from college because people graduate from college at different ages, but you can’t say anything about high school because it is assumed that most people graduated when they were around 18 years old,” says Lapekas.
Question #2: What do you do for fun?
Be careful with this one. Unless your candidate offers, keep the conversation focused on the role at hand. Why?
“By asking someone what they do for fun, they may tell you that they are an active member in the National Rifle Association or that they just marched in the local Gay Pride parade,” she says. “You don’t want find out anything in the interview that later—especially if you don’t hire the person—can be perceived as ammo for discrimination.”
Questions #3: When are you due?
It is never acceptable to ask a female candidate if she is pregnant. If, though, she mentions that she is expecting, leave it at that. Do not ask her when she is due. As Lapekas explains, pregnancy is covered under the Americans with Disabilities Act, which prohibits any employer discrimination.
Question #4: Are there any medical issues or medications that we need to know about?
“This is hard because obviously you want to know if you are buying a future heart attack,” she says. “But employers can no longer do pre-employment physicals (note: pre-employment drug screenings are allowed by law). In some states you can’t even ask if someone is a smoker.”
Question #5: Where do you go to church?
Race, sex, age, gender, ethnicity and religion are all protected under law and cannot be mentioned in an interview.
“Even if you live in a small town where everyone goes to the same church, keep it out of the interview,” advises Lapekas.Tags: Employee Management, Hiring Tips, Human resources, New Employees