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Interview Training

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Steve Hogan

on 8 March 2012

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Transcript of Interview Training

IEC electronics Interview Training Review Job Description
Collect and Review resume/application
The hiring manager will form a selection team o Industry–specific experience
o Technical skills that match the job description
o Reasons for leaving
o Detail of job responsibilities Developing Interview Questions

Formulate questions that will help you seek the information needed to assess the candidates qualifications.

It is acceptable to vary your interviews slightly.

Every candidate is different and will have different answers. Protected Characteristics
Veterans Status
National Origin
Marital Status
Sexual Orientation
Military Status
Arrest Records
Predisposing genetic characteristics
Political Activities If you want to test a particular question, ask yourself whether it is: Specific to the candidate
Based on the candidates past experience
Non-leading Questions to AVOID During the Interview Questions about age, race, color, place of birth, national and family origin, religion, sex, sexual orientation, disability, or ancestry Questions about past, present, or future marital status, pregnancy, plans for a family or childcare issues. Questions about the workers' compensation history of a candidate Questions on the basis of sexual preference Questions that pertain to a candidates's appearance (height and weight) Questions about financial status or a candidate's credit rating. Questions about profieciency in English or questions about a candidate's native toungue or how foreign language ability has been acquired. Interview Questions should be focused on obtaining information necessary to assess the skills and qualifications of the candidate and/or the candidate's ability to perform the essential functions of the position. However it is extremely important that the same general format is followed and the same general question content is asked of all applicants. Screen for “RED” flags
o Gaps in employment
o Reasons for leaving
o Work history inconsistent with skills
o Unclear dates of employment
o Poor grammar/misspellings Examples of Acceptable/Discriminatory Questions The fact of a change of name or the original name of an applicant whose name has been legally changed.
Maiden name of a married woman.
Name of a spouse. Questions about Name that Should be Avoided Whether or not the applicant ever worked under another name or was the applicant educated under another name (Allowable only when the data are needed to verify the applicant's qualifications).
a) Have you ever worked for your present company under any other name?
b) Is there any information relative to a change of name that would help us in conducting a reference check? Questions about Name that are Acceptable
 Birthplace of applicant.
Birthplace of applicant's parents.
Own home, rent, board, or live with parents.
Address of applicant's spouse and children who are dependents.

Inquiry about address sufficient to facilitate contact with applicant. Questions about Birthplace and Residence that Should be Avoided Question about Birthplace and Residence that is Acceptable Inquiry concerning religious preference, denomination, or affiliations of applicant.
Church, parish, pastor, or religious holidays observed by applicant.
Examples of discriminatory questions:
a) What is your religion?
b) What religious holidays do you observe?
c) Which church do you attend?
d) What do you do on Sundays? From your resume, I noticed that you are involved in your church. Would it be a problem to work on Sundays?

Unions or professional organizations, as long as that information is not used to violate the National Labor Relations Act or other federal statutes.
Example of an acceptable question:
a) This job requires people to work on weekends - can you meet this requirement? (Employers have the obligation, according to EEOC guidelines, to make "reasonable accommodations" for employees whose religious convictions may conflict with scheduling requirements of the business.) Questions about Creed/Religion that Should be Avoided Question about Creed/Religion that is Acceptable What is the Applicant's race?
Any questions about the color of applicant's skin, eyes, hair, distinguishing physical characteristics, scars, markings.

"Applicants are requested to complete a self identification form to identify race, this is for Affirmative Action purposes only, and should never be shared with the interviews." Questions about Race or Color that Should be Avoided 
Examples of discriminatory questions:
a) What is your age or date of birth?
b) How old are you?
c) Are you between the ages of 18-24, 25-34, etc.?
d) Will you mind being the oldest one working here?

Applicant may be asked if he/she is over the minimum legal working age.
a) If hired, can you offer proof that you are at least 18 years of age? Questions about Age that Should be Avoided Question about Age that is Acceptable Questions about Language that is Not Acceptable Examples of discriminatory questions:
a) Was English your first language?
b) What language did you speak as a child? Question about Language that is Acceptable Languages applicant speaks fluently (only if job-related). Questions about Relatives that Should be Avoided Name and/or address of any relative of applicant.
Names of applicant's spouse and dependent children.
Names of persons with whom applicant resides. Questions about Relatives that are Acceptable Name and address of person to be notified in case of accident or emergency.
Inquiry into whether applicant has relatives employed by the IEC electronics Company.

a) Do you have any relatives already employed by IEC ELECTRONICS COMPANY/ this college/this department? (To be used for purpose of discovering any nepotism issues.) Questions about National Origin and Ancestry that Should be Avoided •Applicant's lineage, ancestry, national origin, descent, birthplace, parentage, or nationality.
•Nationality of applicant's parents or spouse.
Examples of discriminatory questions:
a) Are you a United States citizen?
b) Of what country are you a citizen?
c) Where were you born? Where were your parents born?
d) What nationality are you?
e) Was English your first language?
f) What language did you speak as a child? Questions about Citizenship that are Acceptable Whether applicant can be lawfully employed in this country because of visa or immigration status.
Whether applicant can provide proof of legal right to work in the United States after being hired.

a) Can you show proof of your eligibility to work in the United States?
b) If you are not a United States citizen, do you have the legal right to remain/work here? Questions about Military Experience that Should be Avoided Applicant's military experience in other than the United States Armed Forces.
National Guard or Reserve Units of applicant.
Draft classification or other eligibility for military service.
Applicant's whereabouts in 1941-45, 1950-53 or 1964-73. Questions about Military Experience that are Acceptable Military experience of applicant in Armed Forces only when used for employment history.
Whether applicant has received any notice to respond for duty in the Armed Forces. Question about References that Should be Avoided The name of applicant's pastor or religious leader. Questions about References that are Acceptable Names of persons willing to provide professional and/or character reference for applicant.
Name and address of person to be notified in case of accident or emergency. Questions about Sex and Marital Status that Should be Avoided Examples of Discriminatory Questions:
a) Are you married or single?
b) Do you wish to be addressed as Mrs., Miss, or Ms.?
c) What is your maiden name?
d) With whom do you live?
e) Do you share an apartment with anyone?
f) What is your spouse's name and/or occupation?
g) Are you divorced?

Any inquiry related to pregnancy, medical history concerning pregnancy, and related matters should be avoided!

Examples of discriminatory questions:
a) Are you pregnant or do you plan to be?
b) Are you planning to have children right away? Questions about Arrest and Conviction that Should be Avoided The number and kinds of arrest of an applicant

Example of a discriminatory question:
a) Have you ever been arrested? Questions about Arrest and Conviction that are Acceptable Convictions that bear a relationship to the job and have not been expunged or sealed by a court.

a) Have you ever been convicted of a first-degree misdemeanor or felony? (You must state that a conviction will be considered only as it relates to performing the essential functions of the job being sought.) Question about Height and Weight that Should be Avoided Any inquiry into height or weight of applicant, unless justified by business necessity. (Inquiries pertaining to physical appearance can be made if they are bona fide occupational qualifications.) Questions about Disabilities that Should be Avoided Any general inquiry as to whether applicant has any physical or mental disability. This includes an inquiry about the nature, severity, or extent of a disability. (Refer to Interviewing Applicants with Disabilities.)

Examples of discriminatory questions:
a) Are you disabled?
b) Have you ever been treated for any of the following diseases?
c) What is the nature or severity of your disability?
d) What kind of problems does being disabled cause you? Do you think you have the physical strength for the job? Questions about Disabilities that are Acceptable Does applicant have any disabilities that would prevent him or her from performing the essential functions of the job? (Must be accompanied by job descriptions and mention of reasonable accommodation.)

a) Are you able to perform the essential functions of this job with or without reasonable accommodation? (Show/Read the applicant the position description so he/she can give an informed answer.) Miscellaneous Questions that are Discriminatory Do you have any children?
How many children do you have?
What are your childcare arrangements?
Do you have a car?
Have your wages ever been garnished?
Do you have a good credit record?
Do you have any overdue bills?
Have you ever declared bankruptcy?
Have you ever filed for workers' compensation?
Have you had any prior work injuries?
Do you smoke? Miscellaneous Questions that are Acceptable This job requires heavy lifting. Can you lift/move fifty pounds? (This is legal provided that this is in fact a bona fide occupational qualification (BFOQ).

Are there specific times that you cannot work or adhere to this schedule?

What professional or trade groups do you belong to that you consider relevant to your ability to perform this job?

Our smoking policy is a no smoking on Company premises, can you abide by that? Review Employment History for.. Interview Preparation Application/Resume Creating the Questions Consistant approach
Fair and legal
Compare candidates
Helps you remember questions Goals of an Interview Determine if the candidate has the knowledge, skills, and abilities to perform the position
Assess the candidate's "cultural fit" to the company and the position to be filled
Provide a realistic picture of the position/company to the applicant The importance of job descriptions To conduct a position analysis, compensation grading, and establishing exempt/non-exempt status
The basis for determining the right qualifications for someone in that role
Used to form interview questions to determine a candidates skills and competencies Job Opening Manager has a need to hire
Job requisition gets approved
Job description gets updated
Interview team selected
Recruitment strategy selected
Candidate selection
Interviews setup Topics Overview Importance of Interviewing/Goals
Application/Resume Review
Creating Questions
Conducting Interview
Opening/Closing Interview
Legal/Interview Questions
Candidate Assessment/Selection Importance of Interviewing The job interview is a powerful factor in the employee selection process Effective interviewing skills ensure you increase the chances of identifying the most suitable person for the job, the first time. Ineffective interviewing skills not only decrease the chances of identifying the most suitable person, but also have the unintended consequences of damaging the company's reputation with the people we need to impress: High Calibre Candidates The interview process is costly. Analyzing a candidate's qualifications and skills, will ensure a proper fit for a position. Conducting the Interview Approach each interview with a positive frame of mind, remembering that, although you are a prospective employer, you are also a salesperson for IEC and the job that needs to be filled. As you are evaluating the candidate, the candidate is also evaluating the company and those who work for it. Your behavior during the interview reflects directly on you and IEC

Even if the candidate is not a fit, the experience matters as they will share it with others! Opening/Introduction Introduce yourself and greet the candidate with a handshake and friendly smile.
It is important to help the candidate feel at "ease". Some candidates will be more nervous than others
Offer the candidate a glass of water/coffee before beginning the interview.
It is ok to use "small talk" to break the ice, but use caution - do not prompt questions or answers that may reveal information that can form the basis of discrimination Q/A - Closing Answer any questions that the candidate may have.
Explain to the candidate what happens next in the hiring process.
Thank the candidate for his/her time.
Avoid committing to specific follow-ups unless confirmed by hiring manager or HR. Tips to Remember Pay attention to the candidate
Effective listening - minimal talking during the interview - let the candidate do most of the talking
Ask questions that are open ended
Limit distractions
Take Notes - Inform the candidate you will be taking down some information at the beginning of the interview so he/she doesn't perceive it as a threat or distraction Candidate Assessment/Selection After each interview it is important to summarize observations.
How did the candidate rate to the job
In what ways did he/she fail to measure up
Overall impressions of the candidate
Fill out the Candidate evaluation form within 24 hours of interview
Early completion allows you to assess the candidate objectively against the requirements of the job and not subjectively against the preceding or succeeding candidates **Note - In NYS criminal convictions are protected. You cannot make a negative hiring decision unless it is job related. This concludes basic interview training Any Questions?
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