Employee Interview Form

Employee Interview Form Template for United States

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Key Requirements PROMPT example:

"I need an Employee Interview Form for a senior software developer position at our tech startup, with specific emphasis on technical skills assessment and leadership potential, to be used across our offices in California and New York starting January 2025."

Document background

The Employee Interview Form is a crucial document used in the U.S. hiring process to standardize candidate evaluation and ensure legal compliance. It provides a structured approach to gathering relevant information while avoiding discriminatory practices prohibited by federal and state laws. This form typically includes sections for evaluating professional experience, skills, and qualifications, while incorporating EEOC guidelines and ADA requirements. It serves as both a guide for interviewers and a documentation tool for HR records.

Suggested Sections

1. Basic Information: Candidate name, position applied for, date, interviewer name(s)

2. Professional Experience: Work history, roles, responsibilities, and achievements relevant to the position

3. Educational Background: Academic qualifications and relevant certifications

4. Skills Assessment: Evaluation of technical and soft skills specific to the role

5. Evaluation Criteria: Standardized rating system for candidate assessment

Optional Sections

1. Behavioral Questions: Situation-based questions to assess cultural fit and work style - use for positions requiring specific behavioral competencies

2. Technical Assessment: Specific technical questions or practical tests - use for technical or specialized positions

3. Language Proficiency: Assessment of required language skills - use when language skills are relevant to the position

4. Salary Expectations: Discussion of compensation requirements - include only where permitted by local law

Suggested Schedules

1. Interview Scoring Guide: Detailed scoring criteria and guidelines for evaluators

2. Position Description: Detailed job requirements and responsibilities

3. Required Documentation Checklist: List of documents to be collected or verified during interview

4. Legal Compliance Checklist: Reminder of prohibited questions and legal requirements by jurisdiction

Authors

Alex Denne

Head of Growth (Open Source Law) @ tiktok��˰� | 3 x UCL-Certified in Contract Law & Drafting | 4+ Years Managing 1M+ Legal Documents | Serial Founder & Legal AI Author

alex.den.21@genieai.co

Relevant legal definitions

Professional Experience

Clauses

Relevant Industries

Technology
Healthcare
Finance
Manufacturing
Retail

Relevant Teams

Human Resources
Recruitment
Legal
Operations
Department Management

Relevant Roles

HR Manager
Hiring Manager
Recruiter
Department Director

Industries

Title VII of the Civil Rights Act 1964: Federal law prohibiting discrimination in employment based on race, color, religion, sex, and national origin. Must be considered when formulating interview questions to avoid discriminatory practices.

Americans with Disabilities Act (ADA): Federal law protecting qualified individuals with disabilities from discrimination. Interview questions must avoid disability-related inquiries unless job-related and consistent with business necessity.

Age Discrimination in Employment Act (ADEA): Federal law protecting individuals 40 years and older from age discrimination. Interview forms must avoid questions that could reveal age-related information unless age is a bona fide occupational qualification.

EEOC Guidelines: Equal Employment Opportunity Commission guidelines providing framework for fair and legal hiring practices, including interview procedures and documentation requirements.

Immigration Reform and Control Act: Federal law requiring employers to verify employment eligibility. Interview process must include appropriate timing for work authorization verification without discriminating based on national origin.

Pregnancy Discrimination Act: Federal law prohibiting discrimination based on pregnancy, childbirth, or related medical conditions. Interview questions must avoid inquiries about pregnancy or family planning.

State Fair Employment Laws: State-specific regulations that may provide additional protections beyond federal law, varying by jurisdiction. Must be incorporated into interview form design.

Ban the Box Laws: State and local laws regulating when and how employers can inquire about criminal history. Affects timing and placement of criminal background questions in interview process.

Salary History Restrictions: Laws in various jurisdictions prohibiting employers from asking about previous salary history during interviews. Interview forms must comply with local restrictions.

Documentation Requirements: Legal requirements for maintaining interview records, including retention periods and confidentiality standards. Interview forms must facilitate proper documentation and storage.

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Authors

Alex Denne

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