When conducting an interview for a great candidate, there are always important pieces of information to obtain in order to make sure they are a great fit. Employers and hiring managers are required to follow certain laws during interviews that puts limitations on what questions can legally be asked.

Asking more generalized questions will allow employers and hiring managers to stay within the boundaries of the law while hopefully obtaining the appropriate information. For example, instead of asking a candidate if they have appropriate child care or transportation that will allow them to be at work on time, one can ask “is there anything that could keep you from meeting the time requirements for this position?”

Generalized questions allow the candidate to disclose more information without being asked specific questions. The down side is they also can avoid giving information because it was not asked about directly. In many cases, candidates are afraid to disclose too much information because they are afraid it will cost them the job. One way to obtain important information from a candidate is to let them know ahead of time that the more detailed information they give, the more you can help resolve any issues.

A good example of this is scheduling issues. It is important to ask about any scheduling conflicts that a candidate may have so you as the hiring manager or employer can plan accordingly. If the candidate is a great fit for the position, reassuring them that you can help fix any scheduling or start date issues will allow them to be more forthcoming in the initial interview.

The interview process is the first chance to establish trust with a potential candidate (and they with you). If there is a candidate that you think will be really great for your team, use the interview process as an opportunity to start building that positive relationship.