Despite how well you understand the job roles in your department, it’s still a daunting task to hire a new person who must fit well on your team and bring something new to your company.

Caution: Myriad new local, state and federal laws now govern how you must conduct interviews, as well as how and when you can fire an employee. This means you must get the interview process right so that you don’t have to worry about hiring the wrong person.

You can simplify the interview process without worrying that your company will wind up on the losing end of a lawsuit, says employment coach E.C. Pressler. He suggests you follow these steps:

Step 1: Stick To The Facts

Your interviews are meant to determine whether candidates have the requisite skills, interest and motivation to do the job, as well as candidates’ ability to learn the duties of the job and accept direction.

How? Conduct all interviews in a quiet place that will allow you to pay full attention. Avoid asking questions not related to the job. Paint an accurate portrait of the job your candidates will perform. You should keep the discussion focused on the job, working conditions, benefits and the company.

Step 2: Use Your Notes To Decide

During your interviews, make sure you jot down candidates’ answers to tough questions. After the interviews, refer to your notes to determine which candidates fit the position and its requirements. You can use these notes to defend your choice should the need arise.

Step 3: Write Down The Why Nots

As you wade through candidates, make notes about why each one is or is not the best fit for your team. Note whether the applicant made disqualifying statements or expressed disinterest in parts of the position.

Next step: Keep a record of your notes along with the candidates’ resumes so that you can prove your due diligence if an applicant tries to cry foul.

Filed under: Management Minute