You should avoid asking questions that could be viewed as discriminatory or that infringe on a candidate’s privacy. Essentially, you want to avoid any questions that are not directly related to the candidate’s ability to perform the job.

These would include questions about race, national origin, citizenship status, religious affiliation, disabilities, pregnancy (or desire to become pregnant in the future), sexual orientation or gender identity, past illnesses (including use of sick leave or filing of workers’ comp claims), age, genetic information, or military service. You should also consider state laws that might apply, like prohibitions on asking for salary history or requesting that a candidate connect with you on social media so you can see what they post.

Do’s:

1. Prepare for the interview: Familiarize yourself with the candidate’s resume and the job description.
2. Create a welcoming atmosphere: Greet the candidate warmly and make them feel comfortable.
3. Ask open-ended questions: Encourage the candidate to elaborate on their experiences and qualifications.
4. Listen actively: Pay attention to the candidate’s responses and ask follow-up questions to gain deeper insights.
5. Provide information about the company and the role: Help the candidate understand what to expect if they join your team.
6. Treat all candidates fairly: Avoid bias and discrimination in your questions and assessments.
7. Take notes: Document key points from the interview to refer back to during the decision-making process.
8. End on a positive note: Thank the candidate for their time and let them know what the next steps in the hiring process will be.

Don’ts:

1. Don’t ask illegal or discriminatory questions: Avoid topics such as age, race, religion, marital status, etc.
2. Don’t dominate the conversation: Give the candidate ample opportunity to speak and share their experiences.
3. Don’t make assumptions: Base your assessments on the candidate’s qualifications and responses, not on stereotypes or preconceptions.
4. Don’t rush the interview: Allow enough time for a thorough discussion and for the candidate to ask questions.
5. Don’t focus solely on technical skills: Consider the candidate’s cultural fit, communication abilities, and potential for growth.
6. Don’t interrupt: Let the candidate finish their thoughts before interjecting with additional questions.
7. Don’t forget to follow up: Keep the candidate informed about the status of their application and any next steps in the process.
8. Don’t neglect feedback: Provide constructive feedback to unsuccessful candidates to help them improve for future opportunities.

INTERVIEW QUESTIONS:

1. What initially attracted you to this position?
2. Tell me about yourself and your professional background.
3. Can you provide an overview of your relevant work experience?
4. What interests you about our company and this position?
5. What specific skills or experiences do you bring that you believe make you a strong fit for this role?
6. How do you stay organized and prioritize tasks when faced with multiple deadlines?
7. What do you see as the biggest opportunities and challenges in this industry or role?
8. How do you stay motivated and focused on your work, especially during busy or stressful periods?
9. What do you hope to achieve in your career in the next few years, and how do you see this position fitting into those goals?
10. How do you approach professional development and continuous learning in your field?
11. Do you have any questions for us about the company or the role?

These questions are designed to assess the candidate’s qualifications, experiences, work ethic, and fit for the role, while also giving them an opportunity to showcase their skills and accomplishments.