Management Matters: Successful (and Legal) Employment Interviewing

The best predictor of future performance is past performance. But unless you're promoting from within, you don't have past performance to evaluate. The employment interview can help predict future performance, but only if you use it well. It also has to meet legal requirements. Asking certain questions during an employment interview violates the law. You cannot ask questions about a candidate's health background or workers' compensation history. You cannot ask about age, religious beliefs, dependents, personal habits or hobbies, or arrest record. To pass legal muster, you may ask only questions that directly relate to the job that's open and available. Even some questions that may be relevant to the candidate's ability to do the job are illegal. The point of the interview is to acquire information. Specifically, you want answers to three questions: Can the candidate do the job? Will
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