Creating an interview questionnaire

[anonymous-user]

[redacted]

[timja]

Would you just like an application form to use? Which features personal info, education, employment history, References, Leisure interests, Criminal Record details, General comments, Health Details etc. ?

If so, PM me your email address and I can email you a couple of versions to use.

NB - One question you definitely cannot ask is if a woman is pregnant.

[Leftie]

timja said:

Would you just like an application form to use? Which features personal info, education, employment history, References, Leisure interests, Criminal Record details, General comments, Health Details etc. ?

If so, PM me your email address and I can email you a couple of versions to use.

NB - One question you definitely cannot ask is if a woman is pregnant.

You need to be careful with health questions because of the Disability Discrimination Act, and about what you ask for generally because of the Human Rights Act (Right to privacy). I would suggest putting all the demograohic information on a single page you can tear out to assist in monitoring (you should be doing that) but don't let short listers have that information so you can't be accused of age, gender, race sexuality or religious discrimination. Easily achieved at the design stage and worth its weight in gold at an employment tribunal.

Unless there is relevance in things like the university where they got their degree, I would leave that out too (why do you neeed it?). Leisure interests is a case in point: what part will it pay in the decision to short list? What you NEED to know has to go in, what it would be NICE to know gets left out.

[samn01]

If you really don't know what you want to ask, can I advice that you just don't bother. You are stepping into something you clearly don't know much about and from what you have said I don't think you will get much if any value from it (however you could get yourself into a whole lot of trouble if you use the wrong wording, ask the wrong questions, make a decision based on information provided that you shouldn't or if you don't store the information properly (Data Protection Act).

Either get an HR person (CIPD qualified) to advise you or focus on improving your recruitment process in other ways.

Look at your interviewing skills, induction process, candidate sourcing strategy, recruitment cycle times, cost per hire etc there are many ways to improve your recruitment process without out having a form just for the hell of it.

(PS rather than asking someone if they have a criminal record look at using an external ref checking comp like Verifile).

2pence worth.....

Sam

[Mattt]

timja said:

NB - One question you definitely cannot ask is if a woman is pregnant.

If you hire a woman, and then a couple of weeks later she has to go on maternity leave - does she still get paid?

Are there any restrictions on having too many children?