To Ask or Not To Ask? That is the Question
Before making a hiring decision for your organization, you want to make sure that the candidate you hire is a good fit. An interview is intended to help you make an informed decision about which candidate matches the skills, knowledge and motivation of the position. Making the right hire reduces your cost per hire, improves your employee turnover rate, as well as improves your staff quality and work environment.
An essential part of interview preparation is formalizing a list of questions for use during the interview. As you think about the questions you typically ask prospective employees, consider the effectiveness of each question. Most questions should center on job knowledge and if the employee will be a fit for your operation (likes and dislikes). Avoiding questions that can be quickly answered yes or no, can help maximize the amount of information you collect from a candidate. It is also important not to lead the candidate into responding a certain way with phrasing. Example: You are a hard worker arenít you? Interview questions should help you learn more about the candidate without being overly forceful or intimidating. Avoid questions or using a tone that is accusing or could make a candidate fill interrogated or uncomfortable.
Finally and most importantly, be sure to consider if each question is legal for you to ask. Do not ask questions that could be perceived to be related to age, gender, race, color, national origin, disability, sexual orientation, religion, or marital status. Questions revolving around these topics are most often illegal. If you are unsure if a question is legal it is best to omit it from your list completely.
Below is a list of effective and legal questions you may consider asking during your next interview:
Below are a few examples of questions that are illegal that you may try wording differently.