Conducting the Interview

Overview
This page explains how to conduct fair, consistent, job-focused interviews for management and professional positions in a Tennessee city.

Keep interviews consistent
Every interview should follow the same basic format. You cannot make each interview identical, but you can hold the structure steady. If a candidate raises something specific to their background, the interview is the right time to address it.

Two core goals+
Every interview should answer two questions:

• Does the candidate have the knowledge, skills, abilities, and behaviors to perform the duties of the position (person-job fit)?
• Does the candidate have the qualities to fit the needs of the organization and the community?

Also plan time for candidate questions and give complete, accurate answers.

Pitfalls to avoid

• Asking leading questions
• Making a decision too early in the interview
• Failing to tie questions and answers to specific job requirements
• Not taking clear notes on candidate responses and behaviors
• Letting one strong impression, positive or negative, drive the whole decision
• Failing to ask follow-up questions when an answer is incomplete
• Judging the candidate on criteria that are not job-related
• Asking questions about protected class status (veteran status, sex, race, disability, religion, national origin, age, pregnancy, sexual orientation, gender identity, or genetic information)

Key sources

• Title VII of the Civil Rights Act of 1964
• Americans with Disabilities Act (ADA), Title I
• Age Discrimination in Employment Act (ADEA)
• Genetic Information Nondiscrimination Act (GINA)