Onducting a Successful and Legal Selection Interview

Conducting a Successful and Legal Selection Interview Maximum 7 points
Instruction: You are the manager of a health information management (medical records) group, and you are interviewing to fill an open position for an Accredited Record Technician (ART). Human resources has referred four candidates to you, all of whom have been determined to possess the required qualifications for the job. The first two you interview seem satisfactory to you, and you feel that either could do a reasonable job. As you proceed with your third interview, you quickly decide that this candidate, although seemingly friendly and personable, is the weakest of the three so far in knowledge and experience. Toward the end of the interview you ask the candidate if she has any questions. She indicates she has no questions but then states, a?Iam five months pregnant.a?
You respond,a?Why should that concern me?a?
She smiles and says, a?Because if you donat hire me Iam going to charge discrimination based on my condition.a? With that, she thanks you for your time, and leaves your office.
On the same day, you conduct the fourth interview. In your opinion, the candidate who threatened you was probably the third or last choice out of four.
You are to outline the approach you recommend for proceeding with hiring for the open ART position, stating why you offer the courses of action you propose.
Points to Consider in Resulting Essays: You have, of course, been placed in a bind by the possession of forbidden information. However, that information has been voluntarily revealed. You cannot legally use the information when in making a hiring decision. The following points may enter into an appropriate solution:
a? While you may be angry about being threatened, you do not want to cause a discrimination suit.
a? Immediately document the interview. Honestly document all four interviews.
a? Report the conversation and threat to the referring HR recruiter.
a? Send the HR recruiter your honest order of preference for offering the job and include reasons for your conclusions.
a? The documented differences among the candidates are likely to withstand outside review and scrutiny.
a? Although the threat may be realized, complete and timely documentation should prevail in a legal venue.