The Connection Magazine The Connection Magazine Fall 2017 | Page 27

Keep in mind this is not an exhaustive list of questions to avoid . Rather , it illustrates that if a question does not focus on the behaviors , skills , and experience needed to perform the job , it ’ s probably a good idea to skip it .
Stay away from asking about anything personal or anything that is not job related . Sometimes , however , as hard as you try to avoid it , you may find the discussion with a candidate going down a road you shouldn ’ t be on . Perhaps the candidate mentions that he or she has kids or was born in a foreign country . There ’ s not much you can do about that , but you should quickly get the discussion back on track by asking another jobrelated question .
Another good practice when recruiting and interviewing is to ask the same questions of all candidates .
You can ask …
• Are you over the age of 18 ?
• You can ask the number and ages of children for insurance purposes once hired .
• Are you legally entitled to work in the United States ?
• You can ask the marital status for insurance purposes once hired .
• Tell me what qualities you look for in a manager .
• Can you perform the specific tasks and duties of the job ?
That way , you can avoid a claim that someone was singled out for any reason . Asking the same questions will also provide a consistent picture and allow you to evaluate and compare qualifications .
While it ’ s not always easy to recruit the perfect fit , start by asking the right questions . Side-stepping illegal questions can seem challenging , especially if the interview is going well and the tone turns into more of a general conversation . Just remember : even if there is no intent on the part of the interviewer , a comment or question that offends a candidate can cause big problems . Stay focused on what you are looking for — someone who has the behaviors , skills , and experience to do the job . Ask the questions that will help you find the perfect fit .
Just be careful what you ask for .

ABOUT MARK MILLETT

Mark Millett is a Recruiter and Learning & Development Specialist at A . I . M . Mutual and has been in the profession since 2001 , primarily in the financial services industry . He has been Assistant Vice President of Learning & Development for both St . Mary ’ s Credit Union and Athol Savings Bank , setting and implementing the strategy , design , and delivery of effective HR programs . He is a member of the Society for Human Resource Management , and the Northeast Human Resource Association , and past president of the Central MA Chapter of the Association for Talent Development .
• Have you ever been convicted of a felony ?
• Are you able to work with the required schedule ?
• Are you able to start work at 8:00 a . m .?
This article is not intended as a substitute for professional legal advice .
Always seek the professional advice of an attorney regarding any legal questions you may have .
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