How to prepare for interviewing?

The typical steps to prepare for conducting an interview include the following:

1. Review rules regarding preferences above and MCA 39-29 and MCA 39-30.

2. Review the job description and extract 6‐10 major tasks of the job. From these major tasks, identify the most important qualifications for the position and then determine how the municipality will measure those qualifications through the interviewing process. (Refer to sample rating scales for interviewing later in this section).

3. Develop interview questions (typically no more than 12 questions for an hour interview) that relate to the required knowledge, skills and abilities of the job. For example: motivation, related job experience, team player, ability to learn, technical skills, attitude, availability, flexibility, communication skills, customer service skills, supervision of staff, integrity and cooperation. Make sure that the municipality is not asking illegal or discriminatory questions. See Examples in the Chart at end of this section.

4. Develop a scoring/rating matrix to evaluate candidates based on their responses to the questions. 

5. Identify panel members who will conduct the interview. Interviewing one-on-one, as opposed to using a panel may create added risk. A panel helps to limit the risk of bias affecting interview decisions. The interview panel should include the hiring manager and other staff/managers who understand the position and can commit to interviewing all candidates. If a panelist is unable to attend all scheduled interviews, then select a different panelist. Consistency of the panel is important to ensure objectivity. Block time on everyone’s calendars well in advance.

6. Train panelists on the interview process. Such training can include what not to ask—discriminatory questions, how to behave professionally during the interview, the importance of making objective decisions and refraining from subjectivity/biases and how to take legible and legally defensible notes during the interview.

7. Prior to the interview, identify any problems or unique requirements with the position and develop screening tools to address these concerns. If certain aspects of the job are causing turn‐over, mention them during the interview. It is better to have a person turn down the position with an accurate picture of what the position requires, than to have someone start and then quit.

Governing the Municipality 71
General topics interviewers are not allowed to ask about during an interview:

1. Private organizations applicant belongs to

2. Religious affiliations

3. Native language or the manner in which a foreign language was acquired

4. Date of birth (except when information is required for satisfying minimum age requirements)

5. Lineage, ancestry, national origin, descent, parentage, or nationality

6. Applicant’s original name. (Unless you are inquiring about a change of name for the 

7. purposes of checking employment or education records.)

8. Names and addresses of relatives other than a spouse and dependent children

9. Sex or marital status

10. Criminal arrests

11. You may ask about convictions, but not arrests. 

12. Height, weight, eye or hair color 

13. Physical or mental disabilities

14. Military armed forces history outside of the US.

15. Never ask female applicants 

    1. About plans for pregnancy or childbearing

    2. iChild-care arrangements 

Note: None of these questions addresses the skills needed to perform a job. However, it is 
permissible to ask if the applicant has any disabilities that would prevent him or her from 
satisfactorily performing the job.
Examples of questions interviewers are not allowed to ask

• How many children do you have? Do you have a babysitter available if we need you on 

  a weekend? 

• Do you have a baby or small child at home? 

• Are you a U.S. citizen? What country are you from? 

• What's your native language? 

• Have you ever been arrested? 

• What kind of a discharge did you receive? 

• When did you graduate?

• What was your maiden name?

• When were you born?

• When did you graduate from high school?

• What is your race? 

• Do you have physical or mental disabilities?

• Would working on weekends conflict with your religion?

• Do you have a drug or alcohol problem?

Montana Municipal Officials Handbook 72 3.303 Screening/Interviewing Bias 
It is human nature to have biases. Keeping those biases in check during the application screening and interviewing stages of the selection process is of utmost importance. Hiring managers and interview panel members need to take precautions to ensure such biases don’t influence their judgement of the job applicants. Screening and interviewing as a panel can help to alleviate bias. It is important for panel members to address potential bias they see and hear with other panel members during the deliberation on the candidates for the job. Focusing on the facts regarding the candidate’s responses or behaviors helps avoid bias. 
The following are common biases found in screening and interviewing: 

• Are you taking any prescription drugs?

• What country are you a citizen of?

• What language did you speak in your home when you were growing up?

• Examples of questions interviewers can ask during an interview

• What days can you work? What hours can you work?

• This position requires regular travel. Will you be able to commit this?

• Are you legally eligible to work in the United States?

• Are you over 18? (if the position requires the candidate to be 18+)

• This job requires someone who speaks more than one language. What languages do 

• you speak or write fluently?

• Have you ever been convicted of a crime or have you ever been convicted of a felony?

• You say on your application that you were in the military. What kind of education and 

• experience did you get there?

• Do you have a high school diploma, or did you graduate from high school?

• Do you have a university or college degree?

• Can you perform [specific tasks pertinent to the job description]?

• Would you be able to meet the job's requirement to frequently work weekends?

• Are you bondable?

• Tell us about your experience serving difficult customers.

• Give us an example of a time when you were required to learn a new task. What steps did you take to ensure you retained the information and performed it correctly?

• Tell us about your experience using computer software for payroll.