We all know that there are some questions you just shouldn’t ask in an interview (see five gems here). Anything related to age, religion and physical disability, for example, is strictly off limits. But, conversations happen. You get into a comfortable exchange with a candidate and notice a necklace with a religious symbol … which leads to ask if he or she attends a local church. Or, a conversation about a photo of your kids on your desk results in a discussion that could land your company in hot water.
The issue is one of litigation risk, and it’s a top concern for corporate recruiters all over the country. The wrong questions could cause a candidate to sue, costing your company both money and its reputation with clients (and future candidates). Even the best corporate recruiters slip up sometimes, often because they are so good at reading a candidate and managing the conversation effectively. Especially in the early stages of the corporate recruiting process, you need a way to protect your recruiters and your company. Structured interviews can be a particularly effective litigation risk mitigation tool.
Use KGTiger’s BYTE solution to manage your early-stage candidate screening and interviews. Our team will work with you to ensure appropriate interview questions and candidate survey questions are compliant with all relevant regulations. Our standardized approach will provide the results you need to determine which candidates should advance, while reducing your company’s exposure to risk.
Don’t let good intentions or a comfortable flow expose your company to a lawsuit. Use structured interviews to make sure the right questions are consistently asked, responses reported, and you’ll effectively reduce risks and lower the cost of candidate acquisition.
[via OpenView Labs]