Navigating Interviews: Questions You Can Ask – Part II
We are back with part two of questions you can during the interview process. Let's delve into the second set of categories and questions you can ask to ensure a comprehensive and lawful interview process.
1.Marital/Parental Status: You can’t assume that someone’s caregiving responsibility will affect their ability to do the job.
It is estimated that about 73% of employees have some sort of caregiving responsibility. Instead of delving into personal details, focus on factors relevant to the job, such as work schedules, flexibility, and long-term commitment which are important for any person in a job regardless of caregiving responsibility. Examples of appropriate questions are below:
Can you meet the specified work schedule?
Are you able to travel for work twice a month?
How long do you plan on staying with us?
2. Military Service: Questions about military service should aim to uncover transferable skills relevant to the position.
Frame questions to understand their unique skills and experience. Examples include:
How long were you in the military?
What branch of service were in and what rank did you attain?
What was your position in the military and what were you job duties?
What education or job-related experience did you gain in the military as it relates to our job?
It is estimated that about 73% of employees have some sort of caregiving responsibility.
3. Organizations: Inquiring about professional or social affiliations is acceptable if the information does not discriminate against the candidate.
Focus on gaining insights into leadership roles and acquired skills. Examples include:
How long have you been a board member of [organization name]?
Did you hold any office or leadership positions? What was your role?
What skills and experience did you gain while a part of [organization name]?
4. Employment/Salary History: Questions about previous experience and salary expectations (NOT history) are crucial for assessing a candidate’s fit.
Notice we said salary expectations, not history. With the increase in pay transparency legislation, you should avoid inquiring about a person’s salary history on an employment application or in an interview as it is becoming increasingly unlawful to do so. Use them to gauge alignment with your business’ budget. See our previous blog post about pay transparency here.
What were your dates of employment/job titles at your previous jobs?
Can you tell me about your responsibilities in each position?
Why did you leave your previous positions?
What is your expected salary range if offered the position?
5. Social Life: Questions about hobbies and activities provide a glimpse into their personality, fostering a more relaxed interview environment.
Building rapport with candidates is essential. The best rule of thumb is to let the candidate control what personal topics they would like to bring up. However, don’t let answers to these questions allow bias to taint the interview process. For example, if someone likes to watch soccer in their spare time just like you, you may let similarity or attraction bias give them a preferential advantage over other candidates. Keep it very general. Some example questions you may ask are:
What do you like to do for fun?
What are some of your hobbies?
Conclusion
Remember, the goal is to create an inclusive and respectful interview experience that adheres to legal standards. Stay attuned to the evolving landscape of employment law and best practices to continually enhance your interview process. By doing so, you not only ensure compliance but also cultivate a positive and engaging experience for both candidates and your small business team. Happy interviewing!
Disclaimer: The information provided on this website does not, and is not intended to, constitute legal advice; instead, all information, content, and materials available on this site are for general informational purposes only. Information on this website may not constitute the most up-to-date legal or other information.
