The Applicant Interview Policy outlines a series of fair and objective methods for conducting interviews in order to find the best possible candidate. The applicant interview procedure also helps meet or exceed guidelines for equal opportunity employment and non-discrimination.
The Applicant Interview Policy applies to all hiring interviews conducted by all managers. (10 pages, 2840 words)
The main objective of the interview step in the hiring process is to make high-potential hires in order to increase the chance that the training, wages paid, and hiring costs will eventually produce a return on the company’s investment.
The interview is a two-way street. It provides the Hiring Manager the opportunity to examine the candidate’s qualifications in order to determine their suitability for the position. But it also provides the candidate the opportunity to find out the requirements for the position, to learn about the company, its people and the work environment, and to present their skills and experience in the best possible light.
The Human Resources Manager should be responsible for coordinating the interviews and assisting the Hiring Manager in conducting interviews.
The Hiring Manager should be responsible for conducting the interview process for all positions being filled within their reporting control. They should be fair and consistent in the questions asked and the manner in which all candidates are treated. The questions asked in the interview should address the candidates qualifications focusing on three criteria listed in this policy.
- Interviewing Objectives
- Resume Examination
- Telephone Interviews
- E-mail Interviews
- In-Person Interviews
References Used in the Applicant Interview Policy
- Immigration Reform and Control Act (IRCA) of 1986
- Title VII
- Age Discrimination in Employment Act
- Americans with Disabilities Act
Forms Included in the Applicant Interview Policy
- Employment Interview Questions Form
- Interview Form