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How To Hire Your First Employee
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Article 4: Screening Candidates
Resumes, interviews and background checks are all part of the process of screening job candidates.
Ask all potential employees to send you a resume. You might also want to require candidates to complete a job application. Generic applications can be purchased at office supply stores or you can create your own. Either way, make sure it conforms to Equal Opportunity Employment Commission (www.eeoc.gov) guidelines.
Use the resumes and applications to narrow your list of candidates. Invite job seekers that look like strong possibilities in for a formal interview.
There are myriad sources you can consult for help in coming up with interview questions, but think hard about what kinds of questions will help you determine if candidates are right for your job. A few guidelines:
Ask open-ended questions, not questions that can be answered “yes” or “no.” Stick with performance-based questions that will help you determine if the candidate can or can’t do the job. Take careful notes during the interview so you can remember key points.
Also be aware that there are questions you cannot ask, such as questions about race, religion, age, ethnic background, gender, marital status or national origin.
You should even be careful of questions you might ask while chatting informally before or after the interview. Questions as innocent as “Where were you born?” or “Do you have any children?” could be the grounds for a discrimination lawsuit by a candidate who isn’t hired.
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