Legal Considerations

DISCLAIMER:

This central station alarm association hiring wiki is provided by the central station alarm association and its contributors “as is” and in no event shall the central station alarm association or contributors be liable for any direct, indirect, incidental, special, exemplary, or consequential damages (including, but not limited to, procurement of substitute goods or services; loss of use, data, or profits; or business interruption) however caused and on any theory of liability, whether in contract, strict liability, or tort (including negligence or otherwise)arising in any way out of the use of this software or the information contained herein, even if advised of the possibility of such damage. Central station alarm association does not imply that the information contained herein is 100% accurate. Central station alarm association expects that users of the central station alarm association hiring wiki review their local, state, and national labor laws prior to implementing any of the policies or information contained herein.

The following additional legal considerations should be considered:

1. Local, state and national union requirements
2. Company’s human resources department hiring policies
3. Company’s legal advocate

Existing Employee Interviews

Questions

1. Tell me about yourself.
2. Why are you looking for a job?
3. You haven’t worked for a long time. Why not?
4. What are you looking for?
5. Aren’t you overqualified for this position?
6. We have state-of-the-art technology. Would you be able to jump right in? Show you are adaptable and tech-savvy.
7. What’s your biggest weakness?
8. What are your salary requirements?
9. Do you have any questions?

Telephone Interview

Objective After resumes have been reviewed, conduct a brief telephone interview. The purpose of this interview is to determine whether the applicant should be asked to interview in person. In addition to listening to the answers to the questions asked, listen for the telephone skills of the applicant.

Questions

1. Are you looking for full-time or part-time employment?
2. What hours are you available?
3. Have you ever been convicted of a felony?
4. What interested you in this position?
5. What are your long-term professional ambitions?

First Interview

1. Ninety-six interviewing questions – Interviewing Questions – Company A.
2. Additional questions – Interview Questions – Company B
3. Interview Checklist – [Company A].

Interview questions for central station operators

1. So what made you apply at (your company name)?
2. Tell me a little about your past work history that would pertain to the job you are applying for?
3. Do you have any salary requirements?
4. Are you looking for long term or temporary position?
5. Can you work any shift?
6. Can you work overtime if necessary?
7. Are you fluent in speaking any other languages?
8. Will you be able to get a sheriff’s card? (required in las vegas, nv)
9. How well do you know the town?
10. Would you consider yourself good at map directions?
11. How well do you deal with difficult personalities?
12. Do you have any physical limitations or medical conditions that could prevent you from doing the job you are applying for?
13. Why did you leave your last employment position?
14. What did you like most about your last position?
15. What did you like least about your last position?

Second Interview

A second interview should be done by a manager or supervisor who did not conduct the first interview. It is also advisable to conduct the second and third interviews on a different day from the first interview. This ensures that the applicant is serious about working at your company. The second interview consists of questions that are very similar to the first interview with a few extra questions. This serves two purposes. First, it allows you to check for consistency in the applicant’s answers and second, it shows you how well they handle being asked the same questions more than once (some applicants get annoyed that they are being asked the same questions which gives reason to question how well they will do in an operator position that handles repetitive tasks).

EXAMPLES:

First Interview: Give me an example of something a boss or supervisor has done to motivate you?

Second Interview: If I were your boss, what would I have to do or say to help you best perform your job?

First Interview: Tell me three traits you admire in a boss.

Second Interview: What is one thing that your previous boss did that you liked?

ADDITIONAL QUESTIONS:

What would your previous co-workers tell me about your attention to detail?

Tell me about a time you had to deal with an irate customer and how you handled the situation.

Give me an example of a time you received criticism of your work. How did you respond?

Describe for me what you would consider a perfect day at this job.

Before we end this interview, is there anything else you want me to know? Is there anything else you think I should know?

Third Interview

The third interview is generally done by the trainer or the supervisor and the questions are geared more towards how the applicant feels about the different aspects of the job (working weekends & holidays, high stress, etc.) and working in a central station environment. It is also the time to be very detailed and honest with the applicant about the “not so attractive” elements of the position (high level of urgency required, importance of accuracy, working holidays & weekends, etc.). There are also a couple of repeat questions, again to check for consistency in the applicant’s answers.

In this final interview, a typing/keyboarding test can be given to check for skill level on a keyboard.

The final phase of this interview includes the specific details about the position and your company including schedules, benefits, training, payrate, etc. The paperwork for drug testing, background checks is also completed.

Team Interviewing

According to Steve Moulton, president of Action Insight Inc., using a team interview of three interviewers can be one of the most effective strategies, in not only the use of time, but also in other benefits. For instance using a panel:

· Can increase validity and reliability

· Everyone sees and hears the same thing at the same time

· Inexperienced interviewers can be coached and kept legal

· Interviewer biases can be mitigated

· Synergy can lead to better probing

· Supporting witnesses can verify the content and procedures of the interview

· Note taking can be more detailed and less distracting

· A panel can be made to reflect diversity

· Candidate rating can be done immediately following the interview

An additional key to improving validity and reliability is the use of structured interviews. Structured interviews help keep the questioning of candidates consistent and the outcomes equally measurable.

So what is the recommended approach for using a team interview? Start by creating a position profile and structured interview based on criteria necessary for success.

Then use panels of three trained interviewers, alternating questions that are asked. For instance, if the profile identifies six skills or competencies essential for success, the structured interview should have two interview questions for each competency.

Prior to the interview the team should be briefed on each member’s responsibilities. Include a copy of the structured interview, the candidate rating sheet, and make assignments such as who takes what kinds of notes, who asks what questions, and when.

Questions should be asked in the same sequence for each candidate. So with twelve questions (6 competencies x 2 questions) have the panel members alternate asking the questions. For instance have the first member ask the first question from the first competency, the second member ask the first question from the second competency, the third member asks the first question from the third competency, then repeating the sequence for the rest of the questions, returning to the first competency and asking the second question and so on.

Using this approach provides variety in questions and consistency in structure.

Moral: Team interviews are beneficial for the hiring organization and less painful for the candidate.

For full article, see http://www.drgnyc.com/List_Serve/Nov12_2004.htm.

What NOT to Ask

We cannot ask anything relating to race, religion, sexual orientation, marital status, age, weight, military record, creed or disability.

National Origin: Don’t ask questions about an applicant’s lineage, ancestry, national origin, descent, parentage or nationality of the applicant’s parents or spouse.

Sex/Marital Status: Don’t ask if an applicant is married or single, divorced or separated. Don’t request information about a spouse or for any information about children or possible children. Do not ask a female employee her maiden name or father’s surname. Inquiries into marital status may be made after hiring.

Race/Color: Don’t ask about an applicant’s nationality or involvement with minority organizations.

Religion or Creed: Don’t inquire into an applicant’s religious beliefs, denomination or affiliations, church or religious holidays observed.

Birth Control: Don’t inquire into an applicant’s plans to have a family.

Age: Don’t ask age, birth date, high school graduation year or any other question designed to indicate an applicant’s age. Do not request a birth certificate, baptism record or naturalization record prior to employment of the candidate. NOTE: there may be some circumstances where you may allow to ask if the person is 21 years old or older.

Citizenship: May only ask if a candidate is eligible for employment in the United States.

Language: If job related, you may inquire into languages applicant speaks or writes fluently. Don’t ask a person’s native language. Do not ask how an applicant acquired the ability to speak and/or write a foreign language.

Travel: You may ask if the applicant can travel extensively. You may not probe conflicts which may prevent someone from traveling.

Address: An interviewer may ask the place and length of time at current address, but may not ask with whom an applicant lives or if they rent or own.

Photographs: Don’t require a photograph of the applicant prior to employment.

Education: An interviewer should not ask any questions which would reveal the applicant’s nationality or religious affiliation.

Experience: Don’t ask if a candidate prefers male or female co-workers and/or supervisors.

Organizations: An interviewer may inquire into job related memberships and office held, excluding any organization where membership reveals age, race, color, sex, veteran status, national origin, disability, sexual orientation or ancestry of its members, unless volunteered.

Sexual Orientation: Don’t ask any question that may reveal the applicant’s sexual orientation.

Arrest Record: An interviewer may ask if an applicant has been convicted of a felony.

Disability: Do not ask an applicant if they have a disability, about their medical history, worker’s compensation history or past use of drugs. Do not ask an applicant with an obvious disability to demonstrate how he/she would perform the job unless it appears that the disability would interfere with or prevent the performance of the job related function. Do not ask an applicant why they cannot perform a particular job function.