The document provides guidelines for employers on conducting effective job interviews, emphasizing the importance of preparation, creating a positive atmosphere, and maintaining professionalism. It highlights the necessity of asking both situational and consistent questions while avoiding illegal inquiries related to personal attributes. Additionally, it stresses the significance of dressing appropriately to convey authority and influence candidates' perceptions of the company.

1. INTERVIEWS- FROM EMPLOYER’S PERSPECTIVE
Authors:
Tamim Abadi
Fatemeh Zamani
Kawther Hameed
Azra Maliha

2. When interviewing job candidates, you want to determine what
sort of people they are, how good their interpersonal skills are,
how they might react under stress, whether they have the skills
for the job, and whether they have been honest in their resumes.

3. • Set aside enough time. being the interviewer, dedicate time to conduct appropriate
location, uninterrupted email and phone number in order to give your applicants a
positive first impression.
• Read the resume first. Review all the resumes ahead of time to have a brief idea for
a smooth conversation.
• Write down specific and clear-cut reviews of the applicants.
• Know the intangibles. Evaluate their behaviors and other intangible aspects.
• Write some specific questions.

4. • Introduce yourself to the employee by greeting and telling briefly about your company or the
firm. The first impression will provide them with confidence.
• Set a tone to indicate the applicant about the next hour of the interview, what will be
discussed and how. Set the stage for interview to comfort the interviewee, not the stress him
too much that he/she gets scared.
• Review the job for which the interviewee will be applying for tell details, and explain the
future responsibilities and duties.
• Start with generalized questions. Begin by asking a few questions about a candidate's
background and interest in the position. This will make them at ease.

5. • Ask some consistent questions. Use a specific set of questions for all applicants.
• Ask them about their difficulties in the previous job to understand some of their weaknesses.
• Give candidates a chance to ask questions. Have a discussion about the salary, employees’
expectations and etc.
• Provide a timeline. Always provide an estimate of the length of time until final selection will
be made.

6. The importance of
dressing in interview

7. Wearing in interview is a part of overall impression that can provide the first impression
for not only employees, but also for the interviewer. Same like how as the employer you
would expect the interviewees to come with formal dress code, it is also important to
dress yourself up, in order to represent yourself as the authority of the firm or company.
What you wear is reflection of you, your company and even your perception of your
professionalism. No matter how big or small company you own, dressing yourself must
reflect the confidence and class which will provide positive vibe and feeling of trust to the
employees who are coming to get a job at your company
Professional practice for interior designers-4th edition, page #683,684

8. • The suit remains the most important garments in the business world
and interior designer professional as well. People who usually wear
suits give more respect than those who do not wear suits.
• Jacket is as important for a woman as a suit is important for a man
although a woman dose not have to just wear suit, a woman who
wears jacket is a thought of as a serious person who wields authority
and power, a woman can wear a jacket with a dress or trousers and
still convey that professional image.
• Some times wearing suit or a dress and heels to a construction job sits
is not only impractical but it can be also dangerous. Remember it is
not necessary for you to dress up but it is not good too to drees
casually and you can lose authority when you dress down.
Professional practice for interior designers-4th edition, page #683,684

9. Interview styles
As the interviewer, make sure to give
the receptionist brief information
about the people who are on the list of
interviewees so they could evaluate
the individuals properly. This is
important to know whether the future
employee is timely organized.

10. They are a lot of types of interviews, in some of which you should ask questions
that are purposely meant to put the employee under more stress to find out how
they react under the worst conditions. This doesn’t happen in interior design firms
often, but you should make sure that you don’t sound like attacking or being
sarcastic toward the employee, if this happens the employee would not want to
work in this firm anymore.
The other type of interview is situational when you ask questions of a situation like
“what would you do” questions trying to see how they think.
10
Professional practice for interior designers-4th edition, page #686

11. • Note how the employee talks, its preferred for them to talk briefly
and not talk or bring up personal problems, argue, blame, or beg for
the job
• Just like the brief answers that you get, you should comment briefly.
• See if the employee is determined and want this job, not just for
practicing because this is considered as bad etiquette that can be bad
for you later if you hire him.
• If you plan to give an offer to the employee, here you will discuss
about the salary benefits and responsibilities. Give a salary as low as
possible for the position but also reasonable for them of course and
be flexible if the employee asks for a little more salary.
Professional practice for interior designers-4th edition, page #686

12. • Make sure you don’t bring up the salary discussion unless necessary and
in the end of the interview
• Also, be sure to give clear information about the day the employee will
start working and, the time and anything else that they need to take care
of.
• If they don’t get the job be nice and thank them for coming all the way
for the interview, give feedback if asked and make sure to leave a good
impression because maybe in the future the firm would need this certain
employee and he would be applying for it because he was treated nicely.
Professional practice for interior designers-4th edition, page #687,688

13. Typical interview questions you can ask as an interviewer:
• Ask question to find out about their personality and demeanor to
determine if they will fit the existing group.
• Ask questions to determine their overall interest in the job and the
specialty area you are interested in
• If it’s a recent graduate, ask about educational background and the
classes that they took
• Ask about ambition in the field
• Ask about interviewee about their future goals
• Ask questions to find out if they have “skeleton in the closet” to find out
about their previous job. [undisclosed fact about someone which, if
revealed, would have a negative impact on perceptions of the person]
Professional practice for interior designers-4th edition, page #688

14. How would you feel if your
interviewer asked you,
“What’s your race/nationality?”

15. As the growing world population, diversity in job opportunities and numerus job applicants,
questions which were once asked as a ploy from the employer to find out some information
or take advantage of his position, have become lawfully illegal in several states’
constitutions, and are now completely forbidden to ask to an interviewee.
These questions can be related to age, sex, religion, race, marital status, ethnic origin, etc. for
an instance, you ask the employer as a female interviewee whether or not she is married, or
whether she is ready to work on the weekends overtime. This gives the indication of being
discriminated based on her marital status.
Although such questions might not always be intended against the employee. That’s why, if
you are an owner of your firm that you have recently established, you should have
knowledge about the illegal question.
Professional practice for interior designers-4th edition, page #689.690

16. ✓Bona Fide Occupational Qualification (BFOQ) in US
✓Bona Fide Occupational Requirement (BFOR) in Canada
✓Genuine Occupational Qualification (GOQ) in UK
These are qualities, that when are not considered during hiring
employees will constitute discrimination and thus be in violation of
civil rights employment law. Such qualifications/qualities must be
listed in the employment offering.
https://en.wikipedia.org/wiki/Bona_fide_occupational_qualifications

17. -Are you married?
-Do you have kids?
-Are there specific times that you cannot work?
-Do you have responsibilities other than work
that will interfere with specific job
requirements such as traveling?
What’s your race/nationality? Are you legally eligible for employment in the
United Arab Emirates?
Do you have any disabilities or
deformities?
Can you perform the responsibilities of the job
you are applying for?
What’s you age? If hired, will you be able to prove that you are
above the age limit to work?
www.joankustin.com/N5content/PDF/Legal_vs_Illegal_Questions.pdf, Professional practice for interior designers-4th edition, page #690
[Review the books Lewin G. Joel III, Fred S. Steingold and Steven Michel Sack
for more examples of illegal and legal questions during interview.]

18. Being the employer, even though you are the one in full power, it
is always recommended that you treat the interviewee with
politeness and respect, both rookie and professional. This will
not only give a positive impression about your firm or
organization, but will also save you from legal issues in several
instances. Sometimes, a well delivered interview ambience can
also market your company’s name as the interviewees’ words
floats around.