Do not ask questions in the oral interview that should not be asked on the application. You, can, however, tailor the interview to the position's unique requirements. The interviewer should keep objective notes as to why an employee is hired or rejected. The notes should be objective and detailed, not subjective or conclusionary. Keep records one year, whether or not the applicant is hired.
Reasonable accommodation is required in the interviewing process.
For example, if an applicant is hearing impaired, an employer may need to provide written questions to the applicant instead of conducting an oral interview. If the use of tests results in an adverse effect on protected classes, the employer must validate the relationship between those tests and actual job requirements. In other words, you must be able to show that the results of the tests are a predictor of good job performance for that particular position . The same standards of evidence of validity apply to interviews, application blanks and performance evaluations. As with tests, be prepared to defend your actions, against the criteria set forth in these guidelines.