The more hostile the work environment, the more vulnerable you are to lawsuits. Even though it seems easier to “wing it” when interviewing, that can get you into trouble. Having a consistent process eliminates much of the subjectivity and mistakes. It also equates to fairness. The better documented an approach, the safer you are if questioned on your hiring judgment.
I am not a lawyer. The tips
I offer here are based on my experience working in Human Resources and as a
hiring manager at newspapers. I’ve also drawn on material from several seminars
that I’ve participated in and helped lead.
When employers’ hiring decisions are challenged, the burden of proof for fairness lies with the employer. Using a documented score card gives you a consistent, recorded approach that is evidence of how you made your hiring decision. Ask the same questions of all applicants to probe for prescribed competencies needed to be successful in the job. This helps you complete your score card. You avoid the appearance of playing favorites. You substantiate your decision for hiring and you create clear documentation for it.
Your documentation also gives you a way to reject constructively those whom you did not choose, by citing the specific qualifications they lacked. You can then help them understand specifically what skills they need to develop for future potential employment.
Rejection is easier to take when it is specific. Candidates can understand what they can improve. They also see that you care enough to give them this direction. When you reject internal employees you might affect performance on the job. The manner in which you coach them contributes to positive morale and productivity or a feeling of being slighted, of resentment and of less commitment to the company.
One of the most frequent frustrations I hear from candidates I coach is that they get no response from the employers when they applied for jobs. This leaves them with a bad impression of you and your company.
Remember applicants usually touch your company in some way: as customers, readers, relatives or friends of employees. You could be facing one of these applicants as a future employee or colleague. Leave a positive impression by the way you manage your interactions with all applicants.
The consistency of identifying the job competencies and assessing these through a scoring method guides interviews to greater objectivity and fact finding. Fairness best eliminates disputes. The more objective the process, the more factual and fair.
Here is a PDF form you may find useful in rating candidates.
