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Finding new employees for your company can feel like a game of match making. You want someone with the skills and experience to do a good job. But you also want to find a good fit for your company — someone who will be happy working for you and adapt to your company’s culture. Taking the following steps can help you strike the right balance in your employee hiring process.
Before you place an ad or start accepting applications, write a job description that spells out the qualities, skills and abilities needed. This helps you think through all aspects of the job and provides a good reference point as you interview people. This first step in the employee hiring process should include:
It’s smart to have candidate complete a standard job application — one that has been reviewed by an attorney to ensure it doesn’t ask illegal questions. The reasons for this are:
Your application should meet certain qualifications, such as:
Because you have taken the time to define the job and requirements, you should have little difficulty identifying candidates to interview. Don’t be tempted, though, to conduct interviews "on the fly," which can lead to bad hiring decisions.
Schedule interviews only after you’ve reviewed the resume and/or application and taken the time to prepare your questions. You’ll want to refresh your memory on what questions are illegal for an employer to ask. You’ll also want to pick a time in your schedule when you can give the applicant your full attention, free of any distractions or interruptions.
Use common sense during the interview: when you’re deciding what questions to ask prospective employees, questions that don‘t directly relate to the job probably shouldn’t be asked. Avoid talking about personal issues and keep the interview focused on job-related topics. Steer clear of illegal interview questions concerning an applicant’s age, race, color, sex, disability, religion, national origin, pregnancy, and other protected classifications. Off limits, then, are questions like: