When it comes to selecting employees, the job interview is a very powerful tool that helps in recruiting the right candidate. Recording the job interview and transcribing it with the help of interview transcription services for later use is habitual with many employers. The interview helps in having a clearer understanding of the candidates on a more personal basis. Interviews provide rich and detailed information of the interaction.
There are many things employers need to take into account for conducting a successful interview. Here are some of the major ones.
- Have a clear awareness of what you expect from a candidate.
- Have a list of questions pertaining to the candidate’s skills, capabilities, and work experience.
- Have well thought-out criteria for evaluating and comparing candidates, so that the right person can be selected.
- Review carefully the resume of the candidate well ahead of the interview.
What about the actual interview process? Employers must collect all relevant information during the interview process. Following are some important considerations.
- Ask questions related to the candidate’s past performances.
- Notice how attentive the candidate is and how he/she responds to your questions.
- Try to identify specific behavior patterns of the candidate since these could provide a clue as to their future behavior.
- Carefully listen to the questions the candidate may ask and make sure that you ask him/her to clarify the reasons for those questions.
- Record the interview so that you can evaluate the candidate aptly.
Employers must be diligent enough to ask only legal questions that highlight the candidate’s strength and weaknesses. Illegal questions and practices could make you a target of a US Equal Employment Opportunity Commission (EEOC) lawsuit. So what are these illegal interview questions? Any question related to the candidate’s race/ethnicity/color; gender/sex; country of origin; religion; disability; marital or family status or pregnancy; and age could be considered discriminative or even illegal. As an employer you need to know only about the skills, qualifications, experience and behavior of the candidate. So, any of the following questions could be considered prejudiced.
- How old are your children?
- Are you a US citizen?
- Is your wife working?
- Will you need time off for particular religious holidays?
- Will you be comfortable working for a female boss?
- Have you been seriously ill this past year?
- When did you graduate from high school?
- Have you been arrested?
- Do you own or rent your home?
Another important topic to avoid asking is regarding the candidateâ€™s weaknesses. It could turn out to be insulting as well as meaningless. Here are some other reasons why you should not ask this question.
- Â As an employer evaluating the eligibility of the candidate for the job, you have absolutely no business to ask this question.
- It is cowardly to ask someone about their weakness without sharing your own weakness. It reveals a rude and disrespectful method of interviewing.
- People living elsewhere in the world may not have this concept of “weakness.” In cultures that believe they are perfectly equipped for their tasks, the question would be utterly meaningless.
- If weakness is understood as something you wish you could do better than you can, there may be millions of things you can’t do. That doesn’t make you the wrong candidate. When a person identifies his/her weakness, they will work to get better at it, which is another reason that makes questions about weakness irrelevant in an interview.
Job interviews and interview transcription provided by transcription services are the final steps in your hiring process. Employers must ensure that they hold an interview in keeping with all legal standards, asking the right questions that will help evaluate the candidate well. It is important to make the candidates relaxed, and help them express their knowledge, experience and skills. You need to elicit the correct responses that will tell you a lot about the candidate.