About This Issue

Is it money that makes the business world go ‘round? How about interviews? After all, they happen every day across the country, and some of the biggest decisions that company officials make involve the people they hire for key positions within their organization. An interview, at its core, is a series of questions posed and answers provided. Unfortunately, there’s often not enough thought given to those questions and answers by either of the parties involved. In this issue of The Animal Science Monitor, we tackle the issue from both angles in an effort to ensure that your next interview, regardless of which side of the table you’re sitting, is as successful as possible.

—Dan and Don

Tips for the Boss

By now, everybody knows that there are certain questions you can’t ask while conducting an interview.  But you might be surprised at how carefully you have to measure your words while speaking with prospective candidates.  Then again, you might not be, depending on how long you’ve been in the business and how much experience you’ve accumulated.

Not only is every person you interview a potential fit for your company, they also represent a potential lawsuit.  Everything hinges upon what happens between the time they sit down across from you and the time they leave.  Creating and maintaining a streamlined, efficient, and effective model for candidate interviews includes not being sued.  And since the interview process is so crucial to the hiring process, I’d like to discuss how you can avoid the subjects and topics you should avoid during an interview.

Before we begin, here’s a quick disclaimer—this is not a comprehensive list, and if you’re not well versed in this area, consult your Human Resources Department, your Legal Department, or your company’s legal counsel for more information.  This article is meant to bring an important topic to the front of your mind and also to provide some general guidelines.

Address the job requirements

The best way to stay on track during an interview is to gear your questions toward the requirements of the position.  In fact, all questions should be presented within the context of those requirements.  For example—and this is a big one—you shouldn’t ask how old the candidate is or what their date of birth is.  Another area similar to age is height and weight.  But if you ask about that, you’ll have to present information that ties the question to the requirements of the position for which they’re applying.  (For example, there are specific requirements and limitations for flight attendants.)

Other than that, there are questions you should flat-out avoid.  I’ve made a list of some of those below:

• Sex or marital status—This includes subjects like divorce, if the person has any children, how many children they have, when they plan to start a family, whether or not they’re pregnant, and if they plan to take time off work if they are pregnant.

• Religious affiliation—Asking them which holidays they observe is out of the question, too.  You can get sued for asking the question “without asking the question.”

• Race or national origin—This includes asking them if they were born in the United States, what country their parents are from, if they’re a U.S. citizen, or if English is their primary language.  You do have the right, however, to inquire about their citizenship status in order to make certain they are eligible to work in the U.S.

• Physical and/or mental disabilities—Don’t ask if they’ve ever been treated for a drug addiction or alcoholism, if they take any prescription medicine, if they’ve ever been treated by a psychiatrist or psychologist, or if they’re providing care for a family member with a disability.  You can ask the applicant if they’re able to perform the tasks detailed in the job description with reasonable accommodation.

• Credit score or history—This has been challenged as discriminatory in the past, so it’s best not to broach the subject.  Simply run a background and credit check, complying with the Fair Credit Reporting Act in the process.  In other words, conduct the appropriate checks allowed by law and avoid the topic during the interview.

• Possible criminal history—In some states, you’re permitted to ask about criminal convictions.  Find out what your state mandates.

• Private organizations to which they belong—Since it’s difficult to define the word “private,” it’s a safe bet not to ask about this at all, even if the candidate bring up the subject and offers information willingly.

• Names and addresses of relatives—Sounds obscure, but it’s true.

The dangers of ‘casual conversation’

Of course, there might be times during certain interviews where you and the candidate feel comfortable and begin to edge toward more casual conversation.  These are dangerous waters because you’ll unconsciously let your guard down, which is a natural tendency in such a situation.

While engaging in casual conversation toward the end of an interview is not harmful in and of itself, you should be extremely careful about how you act, react, and respond.  For example, the conversation might start to gravitate toward family life and other personal issues.  In fact, the candidate may offer a tidbit or two about themselves.  If that happens, squelch your inclination to probe deeper with additional questions, which is what you would do if it was a casual conversation and nothing else.

But of course, that’s not all it is.  It’s an interview, first and foremost, and you can ensure that each and every one you conduct is a successful one by asking the right questions and staying away from inappropriate ones.  That doesn’t mean that all of your interviews will produce viable candidates.  It means they’ll do what they’re intended to do—help you find the best employees and take your company to the next level of productivity and success.

If you have any questions about this topic, feel free to contact me at dan@consearch.com.  (Please note: the information contained in this article should not be construed as legal advice.  Please consult your legal counsel where appropriate.)

Is Your Company Recruiting?

Are you in the process of searching for top talent in the marketplace?  Then you should sign up for Simmons Says, the monthly e-newsletter exclusively for hiring managers written by executive recruiter Dan Simmons of Continental Search & Outplacement, Inc.  Dan is a 15-year veteran of the recruiting industry, and Continental Search has provided targeted search and placement services for over a decade.  Each issue of Simmons Says is designed to inform and educate about a variety of workplace issues, recruiting trends, and marketplace dynamics.  Sign up today, and take the next step in making 2007 a great year!  To sign up for Simmons Says or to find out more about the recruiting services offered by Dan and Continental Search, send an email to dan@consearch.com.

Featured Job Listings

Assistant Professor of Animal Behavior and Welfare

MSU Department of Animal Science

The Department of Animal Science, Michigan State University invites applications for an academic year, tenure-track position in animal behavior and welfare.  The selected candidate will be expected to develop and maintain an internationally recognized, extramurally funded research program and to develop and teach introductory and advanced animal behavior and welfare courses.  Emphasis will be on leadership to facilitate local, state, regional, national and international research and teaching initiatives to enhance public and private funding opportunities for animal behavior, welfare, assessment programs.  Qualifications include a Ph.D. in Animal Sciences or related discipline.  Detailed information is at www.ans.msu.edu.  Application materials will be accepted until May 31, 2007 or until a suitable candidate is identified.  Candidates should submit a cover letter, curriculum vitae, statement of research and teaching interests, plans for procurement of extramural funding, and arrange for three letters of reference to be sent to Steven Bursian, Ph.D., Search Committee Chair, c/o Kathy Tatro, Department of Animal Science, Michigan State University, 1290 Anthony Hall, East Lansing, MI 48824-1225, (517) 355-8417.  It is preferred that application materials be emailed to tatro@msu.edu.  Michigan State University is an equal opportunity/affirmative action employer.

Hot Jobs

The ASM is pleased to publish information regarding exciting new opportunities.  If you’re interested in any of the positions below, please email Don Hunter at brg@charterinternet.com.

Swine Management Positions

Location: Rural Ohio

We're recruiting for three levels of management for a progressive swine management company.  We're looking for Breeding Department Managers, Farm Managers and a Sow Production Manager.  Competitive salaries, excellent benefits, relocation assistance and a reasonable workweek provided.  For more details contact Don Hunter brg@charterinternet.com.

Beef Feed Sales Rep - sell direct to the ranch

Location: New Mexico

Managing Your Career

The Four Interview Questions
(By Don Hunter)

As the economy continues to grow, more and more candidates are seeking better positions, switching jobs, and advancing the scope of their careers.  That means a lot of interviews and a lot of anxiety concerning possible interview questions.  Despite all the hype and conflicting information surrounding the interview process, there are actually just four basic questions employers typically focus on during job interviews.  If you answer these four questions well, your chances of acing the overall interview are good.

Before an employer tosses these questions at you, you'll need to lay the groundwork for a solid interview, and the key here is preparation.  Use the Internet to research the company with which you're interviewing and review the company’s website.  Employers know when candidates have done their homework, and candidates can use the company information they've learned in questions they pose to the employer during their interview.

Question #1—The first impression

Most impressions are made within the first few minutes of meeting someone, so it's important to answer the initial interview question well.  Over 50% of interviews begin with, "Tell me about yourself."  The interviewer is hiring you as a whole person, and not just your skill set, so they have a right to know something about you.  Start with three to four sentences about your home, social, and recreational life, but try to keep your presentation to 60 seconds or less.

Now throw the ball back into the employer's court.  Ask them to describe the position in their own terms, then remain quiet and listen.  You've now answered the first question, gotten off the hot seat, and prepared yourself to answer question #2.

Question #2—Your basic background

Now you'll likely be asked, "Can you do the job?"  This question may assume several forms, but they all boil down to the employer attempting to ascertain your basic qualifications.  You're prepared to answer this question, since the employer just told you his or her exact requirements for the position.  Describe your years of experience, share the number and types of projects you’ve worked on during the last 12 months, and explain your experiences working solo and as part of a team.

Walk the employer through your typical workday.  Explain the amount of time that you spend in different areas and also describe the manner in which you receive your assignments.  You can conclude by discussing your education and any industry certifications you may hold.

Question #3—Talking the talk

At this point, the interviewer will likely dig deeper in order to understand how you've applied your skill set to your previous positions.  Expect some form of this question: "What makes you the best candidate for the job?"  Now is not the time to be shy.  Explain the size and scope of your past projects.  Talk about your willingness to travel or learn new technologies, advance your certifications, mentor other employees, or lead a team.  If you've worked on projects for or been employed by a well-known company or consulting firm, mention it.  Discuss recent training.  This is your chance to really sell yourself, so be thorough, yet to the point.

Question #4—Why my company?

The fourth major question an interviewer may throw your way is a version of, "Why do you want this job?" or "Why do you want to work here?"  Employers may ask what you like most about your current position or what interests you the most about the new position.  Fall back on the company research you conducted before your interview.  Mention some of the accolades and accomplishments you’ve found on the company's website and how you'd like to be part of such a team.  Explain why you find the scope of the position interesting and how you can grow professionally by undertaking it.

Time to talk compensation.  The most easily hired candidates are those who know their market value.  Explain to the interviewer that according to your research, a person with your background in your geographical area makes between X and Y dollars per year and that you'd like to fall within that bracket.

To learn what you're worth, visit http://www.homefair.com/calc/salcalc.html. Don't over or under shoot the market by more than 10-15% if you want the job.  Also, remember that excellent benefits or perks have value, too.  It’s better to take a job at $80,000 with great benefits than one at $90,000 with no benefits.  Just ask your accountant.

And if you have any questions about this topic, please send me an email at brg@charterinternet.com.  If you’re currently engaged in a job search, be sure to send me your resume, as well.  I’d be happy to discuss your career goals and ambitions, including ways in which I can help you to achieve them.  Keep in mind that any exchange of information, including resumes, will be kept in total confidence and handled in a discreet fashion.