When it comes to hiring the right person for a job, it can be extremely difficult, especially when the applicants are from diverse backgrounds.
But once you have undergone the first level of screening, usually from the resume and cover letter, the next step is to communicate with your applicants. This is typically done with a telephone call or a phone consultation. This is a great way to further screen a candidate, and also leaves no room for discrimination, bias and stereotypes.
The person(s) conducting the phone interviews must be trained to hire applicants from multicultural backgrounds. Each applicant should be asked the same questions by the interviewer careful to steer clear of unlawful inquires.
It would be an excellent idea to record the interview, this way the entire hiring committee can make an assessment on the qualifications of the candidate. (It should noted that it is important to gain the applicant’s permission to record the interview)
Of course, the next phase is to determine which candidates will be brought in to have face-to-face interviews. When scheduling interviews, it is important to agree on a process ahead of time and to remain consistent with each and every candidate, and how long they will meet with the candidate.
Develop a group of core questions based on the position’s job requirements and make sure each candidate is asked the same questions. Make sure questions are focused on discovering what the candidate potentially brings to the position.
Questions you should focus on:
- Specific requirements for the position
- Skills and education required for the position
- Demonstrated experience or ability to perform required tasks
- An ability and willingness to work in a diverse environment and to uphold corporate philosophies