Managers' Monday: Interview do's and don'ts

Managers' Monday: Interview do's and don'ts

Be careful what you ask job candidates.
Oct 06, 2008
By staff
If your job interviews involve little more than a handshake and a brief conversation, it may be time to update your hiring procedures. To find the right team member, follow this list of do’s and don’ts suggested by Sheila Grosdidier, RVT, partner with VMC Inc. in Evergreen, Colo.:


Be consistent. Create a list of job-related interview questions, and use it for all applicants for the same position. This will make it much easier to compare candidates and make a better hiring decision.

Be welcoming. Before the interview begins, try to put the candidate at ease with introductory and welcoming remarks. If the candidate is comfortable, his or her personality will show and you’ll get a better idea of how he or she will function in the workplace.

Listen up! Ask open-ended questions that focus on behavioral descriptions rather than simply “yes or no” questions. And don’t do all the talking—give the candidate time to provide a detailed answer.


Ask questions related to the following topics:

> Age
> Arrest record
> Association with present employees
> Bankruptcy and credit affairs
> Citizenship
> Disability
> Driver’s license
> Educational attainment
> English language skills
> Height and weight
> Marital status/family information
> Organization or club membership
> Race, religion, gender or national origin
> Union affiliation
> Veteran status

The most important thing to remember is that asking personal questions is inappropriate. If the question is unrelated to job performance, you shouldn't ask it.

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