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Interviewing guidelines policy
- Originally Published:
- Jan 2017
This policy will help organizations conduct useful and appropriate interviews with potential new hires, both from a proper methodology perspective and a legal standpoint. Following the guidelines will enable you to build a reproducible and consistent interview framework that can be applied to any open role.
From the policy:
Attracting and retaining top talent is a major priority for all companies large and small. The first part is usually easier than the second, with a high percentage of new hires leaving within the first 18 months of their employment. Furthermore, hiring a replacement worker can cost as much as two and a half times the employee’s annual salary. The hiring process seems simple, but there are many levels of complexity involved and costs can quickly add up.
HR professionals and agencies are paid to replace employees, and many open positions attract hundreds of applicants—which requires extensive analysis of the resulting resume pool. Interviewing candidates takes time and multiple individuals are often involved with the process. Companies make significant investments of time and money to train new hires once they are selected. Even more potentially damaging, employee turnover leads to loss of productivity while current employees are covering for the lost worker until a replacement is found as the process begins again.
In addition, there are legal aspects involved with conducting proper interviews that can place an organization at risk if not properly followed. Certain types of questions about people’s background, preferences or heritage are considered off the table. The U.S. Equal Opportunity Commission forbids employment practices that demonstrate prejudice or discrimination and it’s crucial that companies refrain from even a suggestion of such practices when vetting potential new hires.
It’s clearly best to manage the interview process and hire the right people the first time by conducting effective interviews that can match the best candidate to the role. This process depends on making sure both sides understand one another, what the job entails, and what standards/habits/expectations each possesses before the position is offered. It also ensures that all legal standards are followed to protect the company, its employees, and its applicants.
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