Key Interview Do’s
DO solicit information about:
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Job-related experience
Whether applicant can
perform the essential
functions of the job
Whether applicant can
work required work
schedule and hours
Whether applicant can
travel as required for
the position
References
Gaps in employment
history
Whether applicant has
relevant licenses
Whether applicant is
authorized to work in
U.S.
Educational background
BASICS OF HIRING
CHEAT SHEET
High Quality Interviews Include:
Job Analysis. Determination of the essential
requirements for successfully performing the job.
Good Selection Criteria. Choose selection criteria that
reflect the actual job requirements based on the job
analysis. The competencies should be stated in
observable, measurable and behavioral terms.
Standard Procedure. Treat all candidates equally.
Review the selection process guidelines with all interview
committee members.
Rating Scale. All interviews should be scored or rated to
the same degree.
Key Interview Don’ts
DON’T solicit information
about:
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Marital status
Date of birth or age
Race, color or national
origin
Pregnancy or future
childbearing plans
Day care plans
Sexual orientation
Religious affiliation
Arrest record
Disability or medical
questions
Prior sick leave
Citizenship status
Do not:
 Ask leading questions
 Ask close-ended
questions
 Ask threatening
questions
Documentation. Accurate, candid and objective notes
from the selection process must be retained. All interview
materials must be sent to HR.
Itisillegalto
discriminateagainst
ajobapplicantonthe
basisofrace,color,
creed,religion,sexual
orientation,local
humanrights
Applicants who have
claimed Veteran’s
Preference and meet
the requirements of
the job must be
included in the
interview process.
Offers of employment are contingent on the staff member
passing a criminal background check. For teachers, it is also
contingent on the staff member holding a valid license required
for the teaching position.
SAMPLEQUESTIONSDURINGTHE
INTERVIEW
ImpermissibleQuestions
PermissibleQuestions
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Doyouhavechildren?
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AreyouaU.S.citizen?
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Haveyoueverbeenarrested?
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Doyouhavedaycareorfamilyto
helpwithyourchildrenwhenyou
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thejob,includingovertime?
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Areyoulegallyeligibletoworkinthe
UnitedStates?
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Tellmeaboutyoureducationand
havetowork?
background.Whydidyoudecideto
Doyoufinditdifficulttogobackto
pursueyourmastersdegree?
schoolaftersomanyyears?
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Canyouworkthehoursrequiredfor
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requirementsofthejob?
Howmanydayswereyousicklast
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year?
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Doyouhaveavisualimpairment?
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Doyoudrinkalcohol?
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AreyoustillintheNationalGuard?
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Doyouownyourownhome?
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Wherewereyouborn?
Canyoumeettheattendance
Doyoupossessavaliddriver’s
license?
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Don’taskaboutalcohol
consumption.
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Onlyaskaboutmilitaryexperienceif
itrelatestotheperformanceofa
particularjob.
11 Common Interview Traps:
1. First Impression. The candidate is evaluated within the first few minutes of the interview.
2. Contract Effect. An average candidate is seen just after a seen just after a weak candidate and
they are rated above average due to the contrast with the prior candidate.
3. Compatibility Factor. A candidate is highly rated because they are compatible with the interviewer,
not because they are highly skilled.
4. The Blind Spot Effect. An interview is unable to see some attributes of a candidate due to their
own personality traits.
5. The Innocent Until Proven Guilty Effect. An interviewer assumes that no news is good news when
evaluating candidates.
6. The Halo Effect. A candidate strong in one area is seen by the interviewer as strong in all areas.
7. The Leniency Effect. An interviewer sees all candidates in a positive light.
8. The Toughness Effect. An interviewer sees all candidates in a negative light.
9. The Central Tendency Effect. An interviewer sees all candidates as average.
10. The High Potential Effect. An interviewer evaluates a candidate based on their potential rather
than their actual behaviors.
11. The Dramatic Incident Effect. An interviewer overemphasizes on specific incidents at the
expense of other information.
Adverse impact occurs when the selection process screens out members of a protected
class disproportionately.
Negligent hiring occurs when an employer fails to exercise reasonable care in selecting
candidates without considering the potential risk created by that employee.