As part of our pre-employment screening we will conduct a face to face interview. The questions in this blog, part 2 of 4, discuss the position the candidate is looking for and what scheduling are they looking for or open to. It would be a shame to spend a tremendous effort and hire the candidate just to find out that this was not the position they were “really looking for” but just something to get them by until the real deal came along. Or, they thought their schedule would be one thing but is completely different. Remember, you invest a tremendous amount of time in not just the process of hiring but into training someone. That is money off your bottom line. Get it right the first time and be further ahead.
You should also consider employment drug screening as a standard part of your employment package. Once you have made your decision to offer a position then the candidate should be sent in for drug testing. Employment drug screening has come a long ways over the years. Cost is significantly better, there is very quick turnaround and scheduling is automated and on-line. If you are not requiring drug testing, the question is why not? Drugs including marijuana are still prevalent in our society. Illegal and legal drugs have a significant impact on an employee’s ability to perform their tasks properly and safely. Even a Cashier that is high could injure another employee or a customer. You would be liable for those injuries. This could have been prevented with simple drug testing.
If you want more information about Loss Prevention Systems employment drug screening and our nationwide automated drug testing program, reach out to us at 1-770-426-0547 x103.
Now back to the next set of pre-employment screening questions. Again, this list is not exhaustive. You will want to look at how you interview and the way you ask questions. Change these to fit your needs but keep the intent of the question correct. Remember that there are questions you cannot ask an applicant. For example, questions related to race, religion, age, and so on are illegal to ask. You also cannot ask a candidate if they own a car to get to work. That has been deemed to be discriminatory. However, you can ask them if they have a reliable way to get to and from work.
• What type of position are you interested in? Why?
• What area of our company would you like to work in? Why?
• What other types of positions are you considering?
• Do you prefer to work under supervision or on your own?
• What kind of boss do you prefer?
• Would you be successful working with a team?
• Do you prefer large or small organizations? Why?
• How do you feel about working in a structured environment?
• Are you able to work on several assignments at once?
• Why should we hire you rather than another candidate?
• What do you know about our organization (products or services)?
• Are you looking for Full Time, Day Part Time or Part Time?
• What hours would you like to work?
• Do you prefer a set schedule or one that rotates?
• What other full time or part time commitments would you have while employed with us? For example, school, other job
• Are you available to work on weekends and holidays?
• How would you feel if you were asked to stay later than your scheduled departure time?
• How do you feel about travel?
• How do you feel about the possibility of relocating?
• Are you willing to work flextime?
For all interviews you should document your questions and the candidate’s responses. Those documents should be attached and filed with their other documents. I have had situations where candidates have come back and accused the interviewer of some form of discrimination because they asked some question. Having your interview notes goes a long way to thwarting that kind of attack.
If you have any questions about or would like more information about pre-employment screening, drug testing or employment drug screening, please contact us or call toll free 1-770-915-0547.