Interviewing Procedures

As we get bigger, and interview and hire more people, it is imperative that we scrupulously avoid any inadvertent discrimination against any job candidates. We are an Equal Employment Opportunity employer, and as such, we must be vigilant to detect and prevent any hint of discrimination in our hiring practices.

1. Give everyone the same tests, even if we don’t like them for the job because of experience or personality (not including Caliper because it costs too much). If they do not do well on the tests then that is an additional legitimate basis to deny them the job and no one can then think or claim that they were denied for a legally protected characteristic such as race or religion.
2. Never tell anyone that no experience is required for a job. It’s not really true. Even in the case of entry-level jobs such as Sales Assistant, we want them to have customer service experience, computer, and general office experience. It’s okay to say we will train them in the particulars of the job, but avoid saying that they don’t have to have experience, because lack of experience is a legitimate basis to deny someone the job.
3. Make clear in the ad what are the requirements for the job, and reiterate them during the interview, including previous experience, personality, organizing skills, etc. Make a checklist of the required skills, and the interviewer marks the skills strong or weak, or uses some kind of grading system. It is a legitimate basis to deny someone the job if he or she is lacking in the basic requirements.
4. Make it clear with whom they are interviewing. The HR Manager will identify him or herself as the HR Manager, identify Debbie as the Sales Manager, if Maggie steps in then identify her as the COO, etc.
5. Tell people as soon as possible if we do not think they are qualified for the job and on what basis, even immediately after the interview. No reason to wait, and then they can get on with their search and not be hoping that we will hire them.
6. The interviewer is to make specific and detailed notes about why or why not he or she would recommend the candidate for the job. Those notes will be kept on file with the resume.
7. All communication with the candidate should be by email. If communication occurs by phone, send a follow up email restating what was discussed by phone. The emails will be kept on file with the resume. This can be done on paper or in electronic files.
8. When we do have a position available, let all employees know right away, in case any want to take the job or know someone who might qualify for the job.
9. Finally, continue to treat everyone with respect and make them feel as welcome as possible, even if they are severely lacking in qualifications. Even if they are not potential employees, they could be potential customers or potential yelpers.

In addition, we must always have language in our ads to state that we are an Equal Employment Opportunity employer, that we don’t always have positions available (for our general “jewelry store experience” ad), and that an interview is not a guarantee of employment.