• Preparing a list of interview questions is highly beneficial to interviewers.

Interviewing is critical not only because it provides an opportunity for the company to make a positive first impression, but also because it provides an opportunity to learn about the candidate. Oftentimes, Human Resources will perform an initial screening, with likely candidates getting subsequent interviews with a hiring manager. This may require managers or supervisors to receive training for proper interviewing techniques.

The two main goals of an interview are to:

• Learn as much as possible about an applicant’s work background, habits, and skills; and
• Encourage the best applicants to join the company.

Preparing a list of questions to ask during an interview is beneficial because it helps the interviewer:

• Achieve the goals of the interview,
• Maintain consistency,
• Steer away from illegal questions, and
• Stay organized and make a better impression.

When conducting interviews, employers can get in trouble for saying the wrong thing. For example, the conversation might stray into political, religious, or family areas that are:

• Irrelevant to the candidate’s ability to perform the job, and
• Should have no bearing on the hiring decision.

Interviewing dos and don’ts

While it’s important to learn about a prospective employee, companies could face liability if they ask the wrong questions during an interview. Not only that, but some employers have been known to make verbal “promises” they can’t keep, and in court, these promises have been deemed binding oral contracts.

Federal laws prohibit discrimination in employment, which includes asking questions that may be used to make a hiring decision based on:

• Race
• National origin
• Sex
• Age
• Disability
• Religion

Before conducting interviews, employers should have a script of questions known to be safe. Asking the same questions of all candidates not only helps to compare them equally, but also minimizes the possibility of slipping up and saying something improper.