Interview Preparation Interviewing and Legal Considerations HRM Lecture

Interview Preparation, Interviewing and Legal Considerations HRM Lecture 6

Why Interviews Are Important Interviews: • Give you an opportunity to meet job candidates face-to-face • Help you to assess a candidate’s strengths, weaknesses, and suitability for the job • Provide you with the information you need for making the best hiring decisions

Types of Interviews • • • Initial screening One on one Multiple interviews Selection committee Finalists’ interviews

Develop Interview Questions • Review applications and résumés • Prepare a list of questions • Make sure questions relate to job qualifications • Create open-ended questions • Plan for easy follow-up

Key Questions to Ask • • Specific duties? Typical day? Major accomplishments? Teamwork experience? Knowledge, skills and abilities? Why leaving current job? Salary expectations?

Conduct the Interview • Greet applicants • Introduce yourself and others on the selection committee • Talk about the job and the organization • Focus on qualifications for the job • Avoid stereotyping • Allow silence • Take notes

Interviewing Don’ts • Do not ask discriminatory questions • Do not ask personal questions • Do not allow superficial impressions to influence your decision • Avoid Questioning about: Age Citizenship Disabilities Marital status Military service Religion Non-professional affiliations Personal life such as spouse, children, or financial situation – Arrest records – – – –

Conclude the Interview • Ask for additional questions • Explain notification procedure • Give an expected start date for the job • Describe the next steps • Thank candidates for coming • Escort them to main reception area

Review Your Notes • • Notes should be factual Avoid any opinions or personal biases Include job-related information only Keep notes on file for at least 1 year

Key Points to Remember • Interviews are an essential part of the hiring process • You need to be a skilled interviewer • You must be able to plan, conduct, and evaluate interviews with job candidates • Avoid potentially discriminatory questions and judgments • Call Human Resources if any questions or to ask for help

Civil Rights Act 1964 • Protects several classes of people and pertains so many employment situations including interview • Prohibits discrimination on the basis of race, colour, religion, sex or national origin in all matters of employment from recruitment through discharge

Equal Pay Act of 1963 • Equal pay for men and women • The work must be of comparable skill, effort and responsibility, performed under similar working conditions

Age Discrimination in Employment Act of 1967 • The Age Discrimination in Employment Act of 1967 (ADEA) protects individuals who are 40 years of age or older from employment discrimination based on age. The ADEA’s protections apply to both employees and job applicants. Under the ADEA, it is unlawful to discriminate against a person because of his/her age with respect to any term, condition, or privilege of employment, including hiring, firing, promotion, layoff, compensation, benefits, job assignments, and training. The ADEA permits employers to favor older workers based on age even when doing so adversely affects a younger worker who is 40 or older. • It is also unlawful to retaliate against an individual for opposing employment practices that discriminate based on age or filing an age discrimination charge, testifying, or participating in any way in an investigation, proceeding, or litigation under the ADEA.

Pregnancy Discrimination Act of 1978 • The Pregnancy Discrimination Act (PDA) forbids discrimination based on pregnancy when it comes to any aspect of employment, including hiring, firing, pay, job assignments, promotions, layoff, training, fringe benefits, such as leave and health insurance, and any other term or condition of employment. • Under the PDA, an employer that allows temporarily disabled employees to take disability leave or leave without pay, must allow an employee who is temporarily disabled due to pregnancy to do the same.

Drug-Free Workplace Act of 1988 • Applicability of Drug-Free Workplace Regulations • Certifying A Drug-Free Workplace