How to avoid conflict when conducting an interview

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How to avoid conflict when conducting an interview

Hiring a new member of staff can be stressful right from the very beginning outset. The process involves numerous different steps in order to find the right fit for your team but also to make sure all legal requirements are being fulfilled throughout the taking on process. Therefore it is vital that all aspects of the hiring process are conducted thoroughly.

Part of the hiring process is usually an interview. Interviews can happen in numerous forms; telephone interviews, group interviews and also one on one interviews. This aspect of hiring is often tailored in order to suit the needs of the business but also it is tailored to the person who is conducting the interviews as everyone has their own unique technique whilst interviewing. The way that someone conducts their interviews is often attributed to the way that they have been interviewed in the past.

Additionally, not only does the type of interview change depending on who is conducting the dialogue, interviews also change depending on the job role that is being advertised. This therefore requires those leading the interviews to be adaptable to different situations to ensure the best outcome for their business.

Interviews require a high level of skill to ensure the best outcome but also to be certain that all steps of the process are legally abiding. Recent research conducted by Hyper Recruitment Solutions (HRS) stated that the vast majority of companies have asked candidates inappropriate and potentially illegal questions during the interviewing process. This could therefore have terrible consequences for a business as it could lead to a law suit or the tarnishing of the company’s reputation.

In the recent study by HRS it found that 85% of interviewers have asked questions such as ‘Have you got any plans to start a family?’(42%), 45% have asked whether an individual has grown up outside of the UK and 53% stated that they have asked where someone is physically fit and healthy. These type of questions have the potential to affect a business negatively as they may breach the law that requires employers to treat all candidates fairly.

The potential law breaches can be attributed to the stat found by HRS showing that nearly half of those who took part in the survey (47%) have never had official training on what is deemed appropriate or not with regard to what to say during an interview.

These stats sent an alarming message to Ricky Martin who is the founder of HRS and former Apprentice winner. Following the findings Mr Martin believes that “official training should be mandatory across all business sectors for anyone involved in the process of interviewing prospective candidates”. Providing training for interviewing technique would shine a much needed light on what is and is not acceptable to ask during the recruiting process.

On the other hand, looking at the interviewing process from the employee point of view the survey conducted by HRS found that at least 19% (one in five) felt they have been mistreated during the recruitment process in terms of inappropriate questions being asked. After asking employees who took part in the survey, the top 3 inappropriate questions that most have been asked were:

  1. What year did you graduate? (59%)
  2. What year were you born? (55%)
  3. Do you have any children? (56%)

If you have any queries with regards to the content of this article then please do not hesitate to get into contact with one of the oneHR team members:


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