Dear Recruiter,

QUESTION?
"As a newer Manager over the last couple years and giving Employee Reviews I don't feel I've done a good job at.  The employees don't seem to be engaged or energized by them.  We discuss the year in review and what they need to improve on but the conversations are definitely one-sided.  Is there a better format for a Employee Review and what should it consist of?"

ANSWER
Great question, Employee Reviews are a fantastic opportunity for an organization to gain valuable insight into their employees' psyche.  This is an opportunity to gauge your employees' happiness not only with their job, but your company on a macro level.  Another important thing you can find out is what their career passions are so you can properly groom them.  I know Managers don't like to hear that their employees want to do something else other then the job they are in especially if they are good at it.  But is it not better to learn that so you can find a way to keep them in the organization rather then lose them to to another company, even a competitor and find out why they left the hardway?

So here are my recommendations of what a Employee Review should look like:

1. First from the start you want to make them feel comfortable, assure them that this talk is a "safe zone" and is also two-sided.  Meaning you want to give them an opportunity to  review your leadership as a manager, your department and the organization as part of the conversation.
2. Instead of just telling them where they need to improve in the role, give them an opportunity first to let them give you their self-assessment of what they think was good and also what they think they struggled with and what they think they need to do to improve.  Then you can integrate your findings into the conversation and keep it conversational.  This will help you avoid the one-sided conversation syndrome and keep them engaged because you have set the tone that you are listening and want to know their feelings before you even engage.
3. Ask them what they like about the department, the organization etc.. also establishing you want them to provide areas where you and the organization can improve to make them happy working here and why they should stay.  Again keeping to the theme of keeping this a two-sided conversation.
4. Last ask them what they think you should brand as an organization to engage future hires.  What do they think is the selling point of the organization.  This is critical intel as you try to hire and attract talent in a highly competitive market.

Again great question and hope this helps.  Don't fear the Employee Review, instead embrace the incredible opportunities for insights it brings!

Dear Recruiter,

When I interview candidates I understand there are questions I am not allowed to ask?  What are some of those and how do I find out the information I need in order to make a hiring decision on a candidate?

​That is a great question!  HR Laws are constantly changing to prevent discrimination for job applicants. However the key is to have the questions that can be equally asked to every person applying that won't show bias. Here are some of the common ones that are absolute "NO NO" to ask and can be deemed discrimination:

1. Are you a U.S. Citizen OR do you need a work Visa?
2. How much money do you make now or what is your current salary?
3. Do you have a disability or have you ever filed a worker's compensation case?
4. Are you pregnant or trying to have a family?
5. Do you have Children?

The key to any question asked by an employer for a job interview is making sure it doesn't single out anyone and is asked equally without judgement to any person applying.  Now lets look at the legal and fair way to ask the questions above without discrimination.

1. Can you provide documented proof for the I9 Form that you are legally authorized to work in the U.S.?  Whether you are a U.S. Citizen or not every person working in the U.S. must show proof laid out by the Government in the I9 Form that they are eligible to work in the U.S..
2. What is your desired salary to take this job?  This way a person can't be discriminated by a company from getting an offer just because they earn a certain salary.  The company can share their budget and if you choose to answer yes I want to earn this much but this role has circumstances where I can compromise for a better situation.  The employer now doesn't have prior salary information to discriminate against.
3. Describe the job duties and then ask is there anything that would keep you from performing all of these duties?  As long as the duties are not illegal or considered immoral the company has a right to not offer the job to someone who won't or can't do the job for whatever reason.
4. Do you have any extended leave planned?  Again this question shows no biased against anyone as there are many reasons a person has extended leave planned.
5. Is there anything preventing you from working the required core business hours of the position?  Again the question shows no bias towards any person in particular, the employers has a right to expect everyone equally to work the required hours.

Of course there are many more illegal questions that can't be asked but these are the most common that come up and Hiring Managers struggle with.