Keys to Effective Interviewing.

• Author: GOUGHNOUR, ROBERTA C.

Be prepared and remain objective during the interview process to ensure you hire the right employee.

When I am introduced to a new business acquaintance and he or she finds out I am a human resources consultant, I generally get a sort of quizzical look. Once I explain what a human resources consultant is, the next comment or question to come from my new acquaintance generally centers on interviewing. It seems today's tight job market is having a major impact on employers regardless of size or industry. Therefore they are spending more time looking for new employees.

After the commiserating on how difficult it is to find good employees, the topic inevitably focuses upon how difficult it has become to interview in light of today's legal environment. I find that most managers and supervisors have a good mental picture of the type of employee they think would be ideal in filling the hole in their operations. However most of them are unsure on how to conduct a legal interview that ensures they hire someone who fits that picture.

My recommendation to them is to plan, develop and consistently apply objective and fair interviewing policies and procedures. This means screening applications against objective job criteria, developing well-prepared interview questions and objective rating criteria, and conducting an unbiased interview. These practices not only help organizations select the most appropriate candidate but are also a good first line of defense in protecting an organization against claims of discrimination.

Be Prepared

The best way to make sure your business is ready to fill that next vacant position is to have developed a system for defining expectations and measuring applicants. The system should be job-based, objective and provide equal opportunity for all qualified candidates to apply and be considered. Allocating time and resources to developing and implementing a fair and objective interviewing process can be seen as expensive and time consuming. This is understandable in light of today's fast-paced and competitive business environment. However, the consequences of not developing and implementing such a process can be even more time consuming and costly. The time and resources businesses allocate to constantly training newly hired employees, dealing with discipline problems, involuntary termination and settling discrimination and wrongful termination complaints can be more draining on an organization.

Before the Interview

There are several steps that an organization should take prior to the interview process to ensure objectivity and equal opportunity for applicants. Here is a quick review of some that are often overlooked.

1. Carry out a complete analysis of the job that needs to be done. The job analysis should include:

   * The essential functions to...