Rule #1: Base your questions on inherent requirements of the job.
Rule #2: Structure your questions in a way that'll help you gain an understanding of the person's ability to perform the job.
But that's not all. If you don't follow the next rule, you'll be breaking the Employment Equity Act and the Basic Conditions of Employment Act!
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Here's one more rule to follow when setting interview questions
Rule #3: Your interview questions must NOT discriminate candidates on the following grounds:
Remember, discrimination on any other grounds other than the ones listed above can also be unfair if they have the potential to negatively affect the candidate's dignity as a human being.
And if you think following these rules is a waste of time, perhaps this little fact will make you think twice.
70 Questions to ask to get the most relevant information from your interviews
Discover everything you need to know to make the right decision every time. Find out about the applicant's strengths, areas for improvement, ideals and commitment with these specific questions – all set out in an easy-to-follow checklist. You'll have no doubts about the person's ability!
This is according to Gillian Meier, the CEO of Jobs.co.za.
Meier says 'should a job seeker feel discriminated against they're equipped with knowledge resources and means to taking action against careless interviewers.'
She adds that 'the best and in fact only way recruiters can ensure that disgruntled job seekers don't retaliate against innocent mistakes is through sound preparation.'
And that's why we at FSP Business recommend you follow these three rules to set up your interview questions so you can ensure you don't land up at the Labour Court for unfair discrimination.