Sometimes an innocent conversation during an interview can have horrific consequences, especially if you end up not hiring a person.

The biggest problem every company faces during the hiring process is the interview. 

Two people go into a room together for a conversation and no one knows what transpires. Conversations flow and curiosity carries the conversation.

As we all know, curiosity killed the cat… and possibly your company.

Let’s replace curiosity with consistency.

Because the lack of consistency is what breeds unfair interviewing practices by promoting assumptions and cultivating bias. By simply eliminating assumptions & bias from the interview, we can create a process where evidence is gathered that supports the decision.

Minimizing your exposure to future litigation.

Guest Bio: 

Victor Xu is attorney extraordinaire in the Fisher Phillips Irvine office where he represents companies in all aspects of labor and employment litigation, from inception through trial, in state and federal courts throughout California. 

 Victor also has significant experience in conducting internal investigations into alleged employee/supervisor misconduct, including harassment and discrimination, and has provided recommendations for remedial measures, including preparation of new company policies.

Today we discuss:

Challenges today?

What gets you in trouble when interviewing

Having a standard in place where interviewers are not just shooting from the hip in the interview

Why is this important to the company?

Rick’s Nuggets

How do we solve the problem? 

Train people to interview and use trained people exclusively

Create an interview guide of objective questions

Honest response for hiring choice

Values cannot be discriminatory, Legitimate business reason- values

Rick’s Nuggets

Tie your interview questions to values

Key Takeaways that the Audience can plug into their business today! (Value):

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