The interview is an important process in determining if an applicant meets the criteria for employment in a particular job. Prepare for the interview by having a list of questions to ask all applicants. This helps avoid unrelated information and focus on verifying information critical to the employment position and needs of the parish. You may ask questions to verify the following applicant information:
Name, current address, and social security number Employment and educational history
Specialized training or license, if needed for the specific job The applicant’s signature
Personal and professional references
Current illegal drug use and criminal convictions. Act 33 and 34 Clearances, if applicable.
Why be prepared to ask about convictions? Inquire into the criminal history of a job appli- cant. Don’t ask about arrest records, just convictions. Your asking about prior convictions should be related to the job in question.
Let every applicant know that your workplace does not tolerate violence or threats of violence or other forms of disrespect. Make it clear that employees are closely monitored. This could dis- courage certain people from seeking employment or volunteer positions within the parish. Other interview preparation tasks include:
Have a written job description that specifies the essential physical and mental functions of the job, as well as attendance. Be as detailed as possible.
Review the applicant’s job application. Notice any gaps in the job history that suggests that the candidate has had a problem-perhaps an incarceration period-that may not be indicated on the application.
Plan a smooth closing. Have a procedure in place to acknowledge the applicant in writing and tell them when a decision will be made. Let them know from whom they will hear the decision. Inform them about your application retention policy.
Ideally, interviews should be conducted by trained or experienced people. Interview in private, and where practical, using two interviewers is a safety practice that provides a valuable second perspective. Take your time because the process requires you to do several things at the same time. Treat all applicants equally and keep in mind the following:
Respect the disability discrimination laws. Don’t make gratuitous statements about a dis- ability. Even if a person has a visible one or volunteers information about an impairment, do not ask anything about it. Before an offer is made, you may not ask about a disability, but you may ask about an applicant’s ability to perform specific job functions. You can ask applicants to demonstrate that ability, if you ask all applicants to do the same. You may condition the offer on satisfactory results of a post-offer medical exam.
It is unlawful to discriminate based upon an applicant’s race or ethnic group, national origin or citizenship, age, sex or whether a person is married or single. However, the parish reserves the right to offer employment only to those people who recognize the religious nature of the Roman Catholic Church and agree that the employer has the right to not hire or subsequently if hired to dismiss an employee for serious public immorality, public scandal, or public rejection of the teachings, doctrine or laws of the Roman Catholic Church. This thereby terminates any and all rights that the employee may have hereunder, subject, however to the personal due process prom- ulgated by the Roman Catholic Church.
Examples of the violation of this clause known as the “Cardinal’s Clause” would include but are not limited to, participation by an employee in a marriage which is not recognized as being valid by the Church, support of activities which espouse beliefs contrary to Catholic Church teachings and laws such as advocacy of a practice such as abortion, or the holding up to doubt or question the official teachings, doctrine or laws of the Catholic Church.
Your documentation could be scrutinized one day, so do not make notes on the application, the resume, or the interview sheet that are not related to the job.
Ask open-ended questions that put the applicant at ease and elicit information. Establish eye contact. Be interested. Don’t convey an impression that you’re uncomfortable with the applicant or that you're doing him or her a favor. Don’t use offensive language.
Listen to what is said, and notice when something is not said. Notice tone of voice and gaps in information. Notice body language. Listen intently. Don’t be planning what you intend to say next while the applicant is speaking.
Respond with appropriate probing questions, such as: “Describe a typical day in your former job”; “What gives you satisfaction in a job?”; “What things sometimes frustrate you about a job?”
Avoid making misleading statements or unintended promises. Don’t make any comments that could lead an employee to believe that employment isn’t immediately terminable at will by either party for any reason.
Questions that can be asked: Qualifications
What qualifications do you have that relate to the position? What new skills or capabilities have you developed recently?
Give me an example from a previous job where you’ve shown initiative. What have been your greatest accomplishments recently?
What is important to you in a job? What motivates you in your work?
What have you been doing since your last job? What qualities do you find important in a coworker?
How will you judge yourself successful? How will you achieve success? What do you expect from this job?
What hours can you work? When could you start?
Work Experience
What have you learned from your past jobs? What were your biggest responsibilities?
What specific skills acquired or used in previous jobs relate to this position? How does your previous experience relate to this position?
What did you like most/least about your last job? Whom may we contact for reference?
Education
How do you think your education has prepared you for this position? What were your favorite classes/activities at school?
Why did you choose your major?
Do you plan to continue your education?