You have a lot to do to keep things going. Your success depends on your flexibility and a willingness to learn as you go. Make the time to be sure that your hiring policies are structured around fair hiring policies. Interviewing applicants can be tough work, but an understanding of fair hiring basics can simplify the process. With planning, you can create a candidate interviewing strategy with questions that will give you the information you need to make good hiring decisions…without discriminating. Be Prepared As you prepare for an interview, it’s important to understand discrimination. Current employment laws offer some help because they distinguish between legal and illegal discrimination. Legal discrimination revolves around using job-related criteria to choose between applicants. As long as the criteria you use to select among candidates are job-related, there should be no problem. Seven Protected Classifications Illegal discrimination: you may not use any of the seven protected classifications as a reason for not hiring. To avoid illegal discrimination issues, be sure your interview questions focus on the candidate’s ability to do the job. The seven topics are: · Age · Race · National Origin · Gender · Physical or Mental Disability · Religious Beliefs · Marital/Dependent Status Focus on Abilities To identify candidates who will perform successfully, you should focus on strengths and weaknesses as they relate to the job. Here’s a quick summary of what, and what not, to ask during an interview: Age Do Ask... · If we were to make a job offer, would you be able to provide proof that you are of legal working age?..... · List your academic or professional education, and the names and addresses of the schools you attended. · Don’t Ask... How old are you?.....· When did you graduate from school (elementary, high school or college)? Race Do Ask... · None - THERE ARE NO KNOWN ALLOWABLE QUESTIONS Don’t Ask... · What is your race?.....· Skin color?.....· Hair Color? National Origin Do Ask... · If the job requires fluency in another language, you may ask: What languages do you speak, read and/or write?.....· If hired, can you provide proof of employment eligibility? Don’t Ask... · Where were you born?.....· What is your native language?.....· What is your ancestry?.....· What is your nationality or parentage?.....· Of what country are you a citizen? Gender Do Ask... · None - THERE ARE NO KNOWN ALLOWABLE QUESTIONS Don’t Ask... · What is your sexual orientation? Physical or Mental Disability Do Ask... · Are there any physical or mental limitations that would keep you from doing this job? Don’t Ask... · How tall are you?.....· How much do you weigh?.....· Are you disabled? Religious Beliefs Do Ask... · If needed, are you able to work nights, Saturdays and/or Sundays? Don’t Ask... · Do you observe religious holidays?.....· What is your religion? Marital/Dependent Status Do Ask... · Are there any limitations on your ability to travel?.....· Are there any limitations on your ability to work this job’s typical schedule?.....· When required, can you work overtime? Don’t Ask... · What is your original name?.....· Do you have children?.....· Do you prefer Miss, Mrs., or Ms.?· How many people live with you?.....· What is their relationship to you? Take the Time Now Before your next interview, take a few minutes to review your job application and interview questions. Are they job-related? If not, take some time to create non-discriminatory questions for your next interview. A quick review now will protect you in the future. To back-page, Use your browser BACK button