Navigating the Interview Landscape
Hiring the right employee is a crucial decision, particularly for small teams. The process of hiring requires time, money, and resources, and once you find the ideal candidate, you need to invest in their training. However, it's important to remember that interviews are not only an opportunity for you to assess candidates; they are also evaluating your company. It's easy to get carried away during interviews and ask personal questions, but this can lead to serious complications. In this article, we'll discuss what topics to avoid during the interview process.
Focus on Professional Experience: When conducting interviews, it's best to keep your questions centered around professional experience. While it's natural to be curious about candidates on a personal level, asking personal questions can unintentionally introduce bias into the selection process, even if your intentions are good. The Equal Employment Opportunity Commission (EEOC) has established standards that prohibit certain questions based on protected classes.
Examples of Questions to Avoid: During an interview, you should refrain from asking about certain personal aspects of a candidate's life. These include age, gender, sex, family planning, marital status, religion, disability status, medication usage, and past workers' compensation claims. These topics are protected under EEOC guidelines and should not be brought up during the interview process.
State and Jurisdictional Considerations: While these guidelines apply nationally, it's important to note that individual states and jurisdictions may have additional restrictions in place. For instance, many states have banned asking candidates about their salary history and even require employers to include salary ranges in job descriptions. Furthermore, approximately 75% of the United States has implemented "Ban the Box" policies, making it illegal to inquire about a candidate's criminal history on a job application. It is crucial to research and understand the specific laws and regulations governing the town and county in which your company operates.
Creating a Fair and Equitable Process: To ensure a fair and unbiased interview process, it is highly recommended to approach interviews with a well-thought-out plan. Prepare a set of questions that are consistent for each candidate, promoting fairness and equity. Human Resources experts and Recruiters can serve as valuable resources in creating a comprehensive interview process that leads to the selection of the best candidate.
During the interview process, it's essential to avoid asking personal questions that may lead to unconscious bias or legal complications. By focusing on professional experience and adhering to the guidelines set by the EEOC, you can ensure a fair and equitable selection process. Be aware of additional restrictions imposed by individual states and jurisdictions, and consult with HR professionals to create an effective interview strategy. By following these guidelines, you can increase your chances of making the best possible hiring decision for your company!
