Hiring in healthcare: When an organization's interview process is a legal risk

What types of interview processes put organizations at most risk for litigation?

There are some trends: One review of federal court cases found unstructured interviews were involved in more litigation compared to structured interviews, cognitive ability tests and personality tests, according to a blog post from Select International. Another review found interviews were involved in more litigation than cognitive ability tests and personality tests. Based on those reviews, interviews appear to be at a greater risk for litigation as compared to cognitive ability tests and personality tests.

The blog post raises a few questions organizations should ponder when assessing the selection process at their organizations: "What type of interview is being conducted? Does your organization use the traditional unstructured interview or a structured interview where every applicant is asked the same questions? Are your interviewers preparing for conducting the interview?

Were your interviewers trained in how to conduct an interview? What questions are being asked by your interviewers? Are any of your interviewers asking illegal questions? Do you know what questions are illegal to ask? How are you evaluating the job applicants who interview? How defensible is your interview?"

A structured interview related to the job opposed to an unstructured interview is one way to make the interview in your selection process more defensible, according to the blog post. To learn more about structured interviews and illegal interview questions, read the full blog post.

More Articles on Hiring in Healthcare:
6 Unique Challenges of Healthcare Hiring
The Biggest Challenges in Healthcare Hiring: 34 Survey Findings
The State of Health IT Hiring (And 6 Steps to Recruiting the Best Staff)

 

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