Interviewing job candidates is an important part of any business organization’s efforts to succeed and prosper. From an employer’s perspective, numerous issues and legal concerns are involved in business interviewing. From a job candidate’s perspective, interviewing is a skill that can be developed for successful hiring. Well before interviews take place, managers must address a variety of questions. Who will participate in the hiring process? Who has the authority to make the final decision? Companies then conduct a job analysis, addressing the questions of what activities, tasks, and responsibilities are involved in the job to be filled. For unique, new positions in a company, job analysis can be a detailed process. For companies hiring additional people to do a common task, job analysis is standardized. From the job analysis, job descriptions and a statement of job qualifications are written. Most companies first advertise the new position within the organization but will also look at outside applicants. Before interviewing candidates, companies screen applications and creates a list of top candidates to interview. Major companies are often flooded with applications and use computerized software designed to pick out key words in applicants’ résumés as an initial basis of screening. When interviewing is scheduled, managers need to decide whether to use structured or unstructured interviews; most prefer unstructured interviews, asking candidates about a variety of subjects. Sometimes candidates are asked to demonstrate their ability in an area related to the job description. Candidates for sales positions should anticipate being asked to make an on-the-spot sales presentation. MANAGEMENT candidates should anticipate being given hypothetical situations. Unstructured interviews will often put candidates in different situations, including group interviews, one-on-one conversations, and discussions over meals. In structured interviews, each candidate is asked the same predetermined questions. Well-developed questions help managers gain insight into a candidate’s capability. Many public organizations, using teams of staff members not used to interviewing, will employ structured interviews, which provide an advantage in comparing candidates. Often when a group is involved in interviewing, rating forms are used to evaluate each candidate’s response to specific questions. Structured interviews have the potential disadvantage of not probing or drawing out unique qualities during the interview process, but they help the interviewing team to avoid asking inappropriate questions. Numerous federal laws impact business interviewing. The Civil Rights Act of 1964 prohibits discrimination based on race, color, religion, national origin, or gender. The Age Discrimination in Employment Act (1967) prohibits discrimination against people ages 40–70. The AMERICANS WITH DISABILITIES ACT (1990) prohibits discrimination based on handicaps or disabilities, either mental or physical. These laws and others lead to a list of “do not ask” questions during the interviewing process, including
• religion. Candidates should not be asked about their religious beliefs or whether the work schedule would interfere with their religious activities.
• sex and marital status. Sex is obvious, but a common mistake is asking candidates about their marital status, including questions about whether their spouses work, their children, or whether a woman would prefer to be addressed as Ms., Mrs., or Miss.
• age. Candidates may be asked whether they are a minor or over 70, because special laws affect those people. Otherwise candidates should not be asked their age or date of birth.
• nationality and race. Questions or comments about race, color, or national origin should not be asked of the applicant or his/her spouse. Candidates can be asked if they are U.S. citizens, but not whether they, their parents, or their spouses are naturalized or native-born citizens. Applicants who are not citizens may be asked if they have the proper VISAS to work in the United States.
• physical characteristics. Questions related to disabilities, handicaps, or health problems should be avoided. Candidates can be asked if they are capable of performing tasks stated in the job description.
• bankruptcy or garnishments (directed payments from wages to a creditor). Generally, these questions should be avoided because the U.S. bankruptcy code prohibits discrimination against people who have filed for bankruptcy.
• arrests and convictions. Questions about past arrests are not legal. Candidates can be asked about past convictions.
From a job candidate’s perspective, interviewing can be an intimidating experience. Numerous interviewing “tips” articles provide ideas and guidelines when preparing for a job interview. The first step is to learn about the company; like the Boy Scout motto, “be prepared.” Applicants should use the INTERNET, local newspapers, CHAMBER OF COMMERCE, or stockbrokers to learn basic information such as the number of employees, history of the company, major products, and competitors. The second step is dressing appropriately; there is only one chance to make a first impression. What is appropriate dress for an interview will vary depending on the organization, the region of the country, and the type of position for which one is interviewing. One salesman tells the story of wearing a conservative suit for the interview, which went well. He was invited to the second round of interviews, but as he only owned one quality suit, he went to the local men’s clothing store and bought a second suit on credit. After the second interview went well, he was invited for a third set of interviews at the regional office. After buying another suit on credit, he got the job. Afterwards his new manager confided that they almost did not hire him because he dressed too well, and they thought he was too affluent to work hard in sales. Common advice for job candidates in an interview is to answer one question at a time and take time answering questions. One should also be prepared to talk about past employment and to stress the positive aspects of those jobs. Other advice is to ask questions, make good eye contact, and avoid telling jokes. A common technique interviewers use is to tell a slightly off-colored or inappropriate joke and watch the candidate’s response. Job candidates should think of an interview as an opportunity to sell themselves. Common questions asked in business interviews include
• What is your greatest strength?
• What is your greatest weakness?
• What makes you different from other candidates with similar background and education?
• If you were hiring someone for this position, what qualities would you look for?
• Are you more comfortable working alone or as part of a team?
• Describe one of your experiences working in a team.
• Why are you leaving your current position?
• Describe a situation where something went wrong and how you handled the situation.