- You, or your team, should develop a standard list of interview questions, based upon the position description, prior to screening or reviewing applications.
- Questions should focus on items which are relevant to the position only and should provide the interviewer(s) with information about the applicant’s skills and qualifications.
- During the interviews, all applicants must be asked the same set of core questions and you should document their responses fully to the best of your ability.
- If an interview committee participates during interviews, and a designated note-taker exists, the name of each member should be on the interview notes. If notes are taken separately by each member, then each member should submit their notes – with their name – for the purposes of documentation. Notes should be clear and legible.
- From a sample list of interview questions provided or from other questions developed by the interviewer(s), assess each applicant interviewed based upon the responses given.
- At the conclusion of each interview, and again when all interviews are complete, you will need to rank the interviewed applicants. It is a best practice that the applicant with the highest ranking be selected for the position.
- Questions focusing on a person’s race, color, religion, sex, national origin, age, marital status, family background or any other personal non-job related information are considered inappropriate and/or may be a violation of Title VII of the Civil Rights Act.
- If a question does not relate directly to the job function, it SHOULD NOT be asked.
