Guidelines for Conducting Effective Employment Interviews

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• How long do you plan to continue working? When do you plan to retire? (Okay:"Where do you see yourself, in terms of your career, in 5 years?" Or, "What are yourlong-term career goals?")• Where were you born?• Where were your parents born?• Are you a U.S. citizen? (Okay question: "If offered this position, will you be able toprovide verification of your ability to legally work in the U.S.?")• What type of accent is that?• Where do you live? (Okay: "If offered this position, you will need to be on campus 5days per week, plus occasional weekends. Will you be able to meet thisrequirement?")• Do you rent your home or own your home?• Did you graduate from high school or did you receive your G.E.D.?• Do you have a disability / medical condition / handicap that will prevent you fromperforming any job assignments? (Okay question: "Will you be able to perform allessential functions of this job?")• Will you need an accommodation to perform job duties? (Okay question: "Are youable to perform the essential functions of this position, with or without reasonableaccommodation?")• How many sick days did you use last year? (Okay question: "Can you meet theattendance requirements of this position?")• Have you ever taken a disability or medical leave?• Are you taking any medications?• Have you ever filed a Workers' Compensation claim? Have you had any workrelatedinjuries? (Okay question: "Describe how you would safely perform all jobduties.")• To what organizations or clubs do you belong? (Okay question: "Do you belong toany professional organizations that you believe have helped prepare you for thisposition?")• Have you ever been arrested?• What type of discharge did you receive from the military?• Where do you go to church?• Can you work on Sundays? Are you a member of a religion that will prevent youfrom working on Saturdays or Sundays? (Okay question: "The normal workinghours for this position are 8:00 a.m. - 4:30 p.m., Monday through Friday. Frequentweekend overtime is required. Are you able to work these hours, with or without areasonable accommodation?") Note: reasonable job accommodations based onreligion may be required; the facts of each case should be promptly reviewed byHuman Resources.• Have you ever belonged to a union? What is your view on unions?
Please note: questions that could be construed as discriminatory may inadvertently beasked while engaging in "small talk" with a candidate (i.e., "You look familiar - didn't yougo to McCaskey High School? What year did you graduate?" or "We offer great educationbenefits for the children of employees. Do you have children?"). Such questions andcomments are to be avoided.If an employment candidate volunteers information about his/her race, national/ethnicorigin, religion, age, disability or medical condition, sexual orientation, or family status,the interviewer should refrain from responding or asking for additional information, andinstead should move on to an appropriate question.Provide a realistic job preview and highlight the benefits of being part of the Franklin& Marshall community-- Describe the position requirements in more detail so thecandidate can fairly assess whether he/she is truly interested and suited for the position.Provide a realistic description of the position and department, including typical workhours, job duties, reporting relationships, department objectives, and generalperformance expectations. Also, take some time to highlight the benefits of working in acollege environment (access to lectures, performances, and other events, meaningfulwork, respectful and unique work environment, nice physical setting, great diningvenues, interesting and committed colleagues, generous benefits package, etc.).Human Resources will interview each candidate and, as part of this interview, willreview information about fringe benefits.It is recommended that each candidate be given a tour of the work area during theinterview process.Ask for questions from the candidate-- After the interviewers have asked questions ofthe candidate, give the candidate the opportunity to ask questions about the College, theposition, and the campus environment.Close the interview-- Let the candidate know you will be checking his/her employmentreferences. Let the candidate know when he/she can expect to hear from you (i.e., "Weare interviewing a few more candidates. You should hear something in about twoweeks."). Thank the candidate for his/her interest in the position.Avoid promises-- During and after the interview process, avoid making any implicit orexplicit promises or guarantees of long-term employment, future pay increases, regularpromotions, etc. (such as, "If hired, you'll receive regular merit increases.", or "If youaccept this position, you'll have a long future with Franklin & Marshall."). Additionally,for those hired on a fixed-term appointment, such as visiting faculty or part-time coaches,avoid implying that the term will automatically be renewed.Department managers / search committee chairs are also advised not to notifyemployment candidates of the maximum approved salary for the position, but mayprovide general salary information (i.e., "low $40,000 range").After the Interview; Making the SelectionEvaluate each candidate based on required skills and abilities-- Evaluate eachcandidate based on his/her skills, abilities, educational background, and experience as
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