Employee Interview and Selection Guide

Only $24.95

What you need to know to make the right choices for the right reasons.

• Hire qualified, motivated, right fit employees the first time

• Understand the fundamentals of top employee performance
  

• Increase sales and customer service through more effective employee selection

• Know the law and avoid litigation

  
  If you have ever made a bad hire, you know how costly and frustrating it can be. Research shows that the cost of a bad hire can be three times their annual salary, or more!
  
  It's also expensive to hire and train a person with lots of talent and experience, and then place them in a job that really does not fit them. Their performance is likely to be poor, or at best, mediocre. Why settle for that? There is a better way...for them and for you.
  
  This 45 page Guide provides you with templates and examples for job descriptions, how to write a newspaper or Internet ad for your job. Interview and background reference questions to ask and many check lists as well as an Employer’s Guide to Surviving Employment Commission Appeals. If you have employees this is critical information you need to have!
  
  Check out the table of contents and a sample section below to see the valuable information you will receive in this E-book.

Table Of Contents __________________________________________

1. Foundations for Good Employee Performance and Behavior
2. How to Write Job Descriptions that Promote Excellence
3. Sample Job Description
4. Advertisement for Sample Job Description
5. Job Description (Worksheet)
6. Questions to Never ask in a Job Interview
7. Words, Statements and Phrases that Invite More Information
8. Interview Checklist & sample questions to ask.
9. Appendix
10. Sample Employment Application
11. Job References & Background Checks
12. Background Release and Authorization Form
13. EEOC Issues with background checks
14. Reference Checklist
15. Sample Rejection Letter
16. Sample “at will” employment offer letter
17. Sample Orientation Checklist
18. Fair Labor Standards Act Exemption Tests
19. Employees vs. Independent Contractors
20. Employer’s Guide to Surviving Employment Commission Appeals
21. The Use of Employee Handbooks vs. Personnel Policy
and Procedure Manuals

*The forms in this book where taken from current sources at the time of publication, however, because of the dynamic nature of employment law they should be used as a guide only. Check with a qualified employment law attorney to determine any changes that may have taken place in local, state or federal law or which maybe unique to your situation.
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Sample section:

Never Ask The Following Questions!

Under certain state and federal laws the following questions are improper. There are many more such questions but the following are the most common questions that get employers into trouble. In general, avoid anything relating to sex, sexual orientation, age, national origin, racial background, physical disability, veteran status or religion.

ASK ONLY JOB-RELATED QUESTIONS. Remember to make notes on a separate sheet of paper not on the application form itself. Train yourself and anyone who does interviewing for you to refrain, from asking any questions of the type below.
1. What nationality are you? That is an unusual surname where does it
come from?

2. What was your mother’s maiden name? Was your name ever
changed from what it is now?
3. Are you engaged to be married? Do you go steady with any one?
4. Are you married? What does your spouse do for a living?
5. Who will take care of your children?
6. Are you planning any additions to your family?
7. When will your baby be delivered?
8. What church do you attend? Do your children go to Sunday school?
9. Do you speak or write a foreign language? (May be asked if it is
a requirement of the job. You may ask, if the candidate can work
legally in the U.S.
10. You live a long way from here, how will you be able to get here on time every day?
11. Do you own a car? Can you drive a car? You may ask only if it is a
job requirement e.g. for sales, deliveries, drivers license is required etc.)
12. Have you ever received unemployment compensation? Are you
currently under a doctors care? Are you in good health?
13. Do you have any type of disabilities? (Do not ask about any visible
physical characteristics, e.g. scars, burns or missing limbs.)
14. Have you ever had an emotional illness or consulted a psychologist or
psychiatrist?
15. How or why applicant came to require braces or prostheses.
16. Have you ever had a drug or drinking problem? You may say you
have a drug free work place and require an initial and random drug
test as a condition of employment if you do have such a program.
17. Has anyone in your family or any acquaintance had a serious illness,
injury or history of illness?
18. Have you ever been engaged in a lawsuit against a former employer
or coworker?
19. Why were you discharged from military service? Are you a member
of the reserves? Will you have to go to guard camp every year? Do
you get a disability pension?
20. When do you plan to retire? How old are you? (Birth date, high
school graduation date or birth certificate.) If the person is a foreign
national you may ask if they have a green card or visa.
21. Do you have a bank account? (Checking account, IRA, Stocks, bonds,
own your home, own rental property etc.) Do you or have you ever
had credit problems or been through bankruptcy?
22. Do you have a second job? You may ask this if a second job
conflicts in any way with your business objectives or customers’ needs.
23. Is your roommate male or female? Are you gay or lesbian? What is
your sexual preference?
24. Have you ever been arrested? You may ask, if the person has ever
been convicted of a felony?’
25. You may not ask for any confidential, restricted or proprietary
information from a previous employer.
26. Do not ask questions or make comments which could be interpreted
as sexist, sexually suggestive or harassing. Do not make any
comments in general which could be considered derogatory about
gender, sexual preference, age, nationality, color, creed, disabilities,
religion or military service.

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