Proper and Effective Employee Interviewing Techniques

How to find the best job candidates and avoid legal pitfalls
By Mark Ingebretsen, Creative Project Manager Stonehand Publishing The goal of the employer interview is to exchange information with a job candidate, but in a way that complies with federal regulations. This can prove challenging to an entrepreneur trying to attract top talent to a resource-stretched company too small for a full-time human resources professional. To convince sought-after job candidates that your company is a competent, professionally run organization, an effective employer interview should:

1. Begin with a clear understanding of the interview's goals.
2. Provide a concise and organized background about the company and the particular job vacancy.
3. Be flexible enough to allow free-flowing discussion.
4. Encourage interviewees to be candid about their qualifications and their desires to join your company.
5. Finish with a shared sense of the interview's effectiveness and an understanding of what next steps (if any) will be taken.

 

Understand the legal issues surrounding interviews

Government regulations make plain what topics can and cannot be discussed in all employer/job candidate interactions.
Try: Lawyers.com offers guidance about the questions you can ask job candidates regarding disabilities, job discrimination and other matters. For a comprehensive reference, download the U.S. Department of Labor's Employment Law Guide. 

Develop techniques to persuade top job candidates to join your company

To attract the best candidates to your company, develop and rehearse your key selling points in advance of the interview, including such areas as your company's vision and growth plans and the opportunities for quality employees.
Try: Find advice on hiring attracting top talent at SCORE.

Provide training and support for current employees involved in the hiring process

Current employees may be involved in the interview process. Make sure they convey a uniform message about your company and the position.
Try: Distribute this Small Business Administration guide to employees who will interact with job candidates. Download a low-cost hiring kit complete with forms and guidelines from Personnel Policy Services. A second low-cost guide from Job-interview.net has sample questions for interviewers.

Consider hiring outside expertise

A consultant or other outside expert can help you navigate the tricky waters of hiring.
Try: Find HR consultants using the specialized search engine at BuyerZone.com. Also find HR professionals at the Society for Human Resource Management. Smart Online provides a human-resources management tool to optimize record keeping from the hiring process onward. 

• Before interviewing for a new employee, analyze the strengths and weaknesses of your company and imagine how a key new employee might make a contribution.
• Become your own headhunter by continually networking among your colleagues and peers to help find quality people seeking new challenges.
• Attract top job candidates by projecting your company as one that provides a high-quality work environment that rewards the exceptionally talented.
• Use frank exit interviews to discover how well hirers' expectations were met, and let this information guide future recruiting efforts.