Structured interviewing for small employers
How a small employer writes one interview for a role, scores answers against the job, and leaves disability questions until after an offer.
- 41 min
- 6 modules + exam
- Certificate of completion
For employers, HR, and hiring managers in the United States.
What you will be able to do
- Use one set of job-related questions for a role
- Keep questions about age, religion, and disability off the score sheet
- Treat the interview as separate from the background check
Syllabus
- 1Ask the same job questionsOne set of questions for everyone applying to the same job, scored against the job.7 min(open)
- 2Tie every question to the workIf you cannot name the task the question measures, drop the question.7 min
- 3What not to askDo not screen people with questions about race, religion, sex, national origin, age, or disability.8 min
- 4Disability questions waitThe EEOC says disability-related questions and medical exams generally come after a job offer.7 min
- 5Write the score downA short sheet with the same scale for every applicant. It is your document, not a government form.6 min
- 6The interview is not the background checkInterview notes do not replace disclosure, authorization, or the report.6 min
- Final exam10 questions. 80% passes. Opens after the last module.
- Certificate of completionYour name, the course, and the date, with a public page anyone can check.
Sources
The primary sources this course is written from.
- U.S. Equal Employment Opportunity Commission: Prohibited employment policies and practices
- U.S. Equal Employment Opportunity Commission: Pre-employment inquiries and disability
- U.S. Equal Employment Opportunity Commission: Employment tests and selection procedures
- U.S. Equal Employment Opportunity Commission: Small business information
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