By Bob Barragan, SBDC Director
The selection and retention of the right employee is one of the most basic and fundamental requirements to business success.
The right employee, especially for the small business, must be a fit with the current organizational culture of the company and values of management. Attributes such as attitude, honesty, and personality are often as important as experience and technical proficiency.
Most human resource professionals that I have known throughout the years would agree that in selecting a candidate for employment the interviewing of the candidate is probably the most crucial step in the overall process. The interviewer should find out as much information as possible from each candidate to help in determining who is the most qualified for the position, and which candidate would be the best match with the current established procedures and goals of the organization.
However, one fact that must always be kept in mind by the interviewer is that only job related questions should be asked. The law states that there are many areas, which are deemed discriminating and are to be avoided.
As a general rule, discriminating questions are those that pertain to race, sex, color, national origin, religion, age or disability. Asking questions regarding any of those areas are illegal, and a rejected applicant may have sufficient grounds for relief under a number of federal guidelines.
Read the rest at The Huntsville Item by clicking here
The selection and retention of the right employee is one of the most basic and fundamental requirements to business success.
The right employee, especially for the small business, must be a fit with the current organizational culture of the company and values of management. Attributes such as attitude, honesty, and personality are often as important as experience and technical proficiency.
Most human resource professionals that I have known throughout the years would agree that in selecting a candidate for employment the interviewing of the candidate is probably the most crucial step in the overall process. The interviewer should find out as much information as possible from each candidate to help in determining who is the most qualified for the position, and which candidate would be the best match with the current established procedures and goals of the organization.
However, one fact that must always be kept in mind by the interviewer is that only job related questions should be asked. The law states that there are many areas, which are deemed discriminating and are to be avoided.
As a general rule, discriminating questions are those that pertain to race, sex, color, national origin, religion, age or disability. Asking questions regarding any of those areas are illegal, and a rejected applicant may have sufficient grounds for relief under a number of federal guidelines.
Read the rest at The Huntsville Item by clicking here
