Interviewing is a critical step in the hiring process, allowing employers to evaluate candidates while showcasing their company as a desirable place to work. A well-conducted interview reflects positively on your electrical contracting business and helps ensure you find the right fit for your team. However, the process must also comply with employment laws to protect both parties. 

Below are strategies to help you create a professional, effective, and legally sound interview process. Many were shared with attendees of the 2025 IEC Business Summit during my session, Advertising, Interviewing, and Retention the Key to Lowering Your Turnover. 

1. Make a Positive First Impression 

First impressions set the tone for the entire interview. As much as you are assessing the candidate, they are evaluating whether your company is a place they’d like to work. Every interaction — emails, phone calls, or in-person meetings — contributes to their perception of your organization. 

To leave a lasting positive impression: 

• Be Prepared: Review the candidate’s resume and cover letter in advance so you can ask informed questions. This shows you value their time and have genuine interest in their application. 

• Create a Welcoming Environment: Whether the interview is virtual or in-person, ensure the setting is professional and comfortable. For virtual interviews, test your technology beforehand, and for in-person meetings, have a clean, organized space free from distractions. 

• Communicate Clearly: Provide candidates with details about the interview process, such as who they’ll meet, the duration, and whether there will be a skills test or presentation. Transparency reduces anxiety and builds trust. 

Remember, candidates talk about their experiences with employers. A positive, respectful interaction can enhance your company’s reputation, even if the candidate isn’t hired. 

2. Protect “At-Will” Employment 

In many states, employment is considered “at-will,” meaning either the employer or employee can terminate the relationship at any time, for any reason (as long as it is not illegal). However, careless statements during an interview can unintentionally undermine this principle. 

Avoid making promises that suggest guaranteed employment or advancement. For example: 

• Instead of saying, “You’ll always have a job here,” say, “We value long-term relationships with our employees and provide opportunities for growth.” 

• Instead of saying, “You’ll be promoted within six months,” say, “We have a structured review process, and many employees advance based on performance.” 

These subtle changes in wording allow you to highlight your company’s opportunities while maintaining flexibility and legal protection. 

3. Stay Legally Compliant 

Interviews must be conducted within the bounds of employment law to avoid potential discrimination claims or other legal issues. This requires careful attention to what you say — and what you don’t say. 

Understand Protected Classes 

In the United States, it is illegal to discriminate based on certain attributes, known as “protected classes.” These include: 

• Race or ethnicity 

• Gender or gender identity 

• Age 

• Religion 

• Disability 

• Marital or family status 

• National origin 

Even casual comments can cross legal boundaries. For instance: 

• Avoid: “That’s an interesting accent — where are you from?” 

• Better: “Could you tell me more about your communication skills as they relate to the role?” 

If a candidate voluntarily shares personal information, steer the conversation back to job-related topics. For example, if a candidate mentions they need flexibility for childcare, you can respond with, “We strive to support all employees with a work-life balance. Let’s discuss how the role’s schedule aligns with your needs.” 

Small Talk Pitfalls 

While small talk can make candidates feel comfortable, be cautious about topics that could lead to discussions about protected attributes. Stick to neutral subjects, such as: 

• The weather 

• Shared interests in hobbies or industry trends 

• Local events or landmarks 

Keeping conversations focused on professional and neutral topics reduces the risk of unintended bias. 

4. Practice Active Listening 

Active listening is one of the most valuable skills you can bring to an interview. It not only helps you understand the candidate better but also makes them feel respected and valued. 

How to Listen Actively 

• Allow Silence: Resist the urge to fill pauses in the conversation. Silence often encourages candidates to elaborate or share additional details. 

• Show Interest: Nod, maintain eye contact, and use verbal cues like “I see” or “That’s interesting” to demonstrate engagement. 

• Ask Follow-Up Questions: Build on the candidate’s responses to gain deeper insights. For example, if they mention leading a successful project, ask, “What specific strategies did you use to overcome challenges?” 

The Value of Neutrality 

A neutral and nonjudgmental demeanor encourages candidates to be honest about their experiences. For example, a candidate might disclose workplace conflicts or questionable decisions. One applicant admitted to disliking coworkers and once bringing cookies laced with ex-lax to work. While such stories may be shocking, staying composed allows you to assess their judgment without bias. 

5. Maintain Professionalism 

While it’s important to create a friendly atmosphere, professionalism should remain at the forefront. Overly casual interactions can lead to: 

• Unintended comments that may be legally questionable 

• A lack of respect for the formal nature of the interview 

• Difficulty transitioning back to job-related topics 

Set the Tone 

• Dress appropriately for the role and setting. Your attire reflects the company culture and expectations. 

• Begin with a warm greeting, but quickly transition to the structured part of the interview. For example, say, “Thank you for joining us today. Let’s start by discussing your experience with [specific skill or role].” 

• Avoid sharing overly personal anecdotes or jokes that could be misinterpreted. 

Professionalism ensures mutual respect and helps maintain a clear boundary between personal and job-related discussions. 

6. Represent Your Company in the Best Light 

An interview is as much an opportunity for you to assess the candidate as it is for the candidate to assess your company. By showcasing your organization positively, you can attract top talent and build your employer brand. 

Highlight Your Culture 

• Share stories about successful team projects or initiatives that align with the company’s values. 

• Emphasize employee development opportunities, such as training programs, mentorship, or career advancement. 

Be Transparent 

Candidates value honesty. If there are challenges associated with the role — such as tight deadlines or frequent travel — address them openly. Transparency helps set realistic expectations and reduces turnover. 

7. Post-Interview Best Practices 

The interview process doesn’t end when the candidate leaves. How you handle post-interview communication can leave a lasting impression. 

• Provide Timely Feedback: Let candidates know when they can expect to hear back, and follow through on that timeline. 

• Thank Candidates for Their Time: Regardless of the outcome, express gratitude for their interest in your company. 

• Document the Process: Take notes during or immediately after the interview to ensure you accurately evaluate each candidate and have records in case of future questions or concerns. 

Conclusion 

Interviewing is a critical component of the hiring process, offering the chance to find the right talent while presenting your company as a professional and desirable employer. By focusing on preparation, active listening, legal compliance, and professionalism, you can create an effective and positive experience for everyone involved. 

Remember, interviews are not just about hiring; they’re an opportunity to enhance your company’s reputation and foster connections that could benefit your organization in the future. 

For additional resources and expert advice on interviewing techniques, visit www.employeresource.com. Access our training videos and tools to help you refine your hiring process and build a stronger team. 

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About the Author 

Wendy has developed 3rd Party Reporting. This provides employees with a 3rd party to report workplace disputes, providing company with an insurance policy against complaints and lawsuits. EmployerESource is the first line of defense in Equal Employment Opportunity Commission (EEOC) complaints and lawsuits. 

Wendy has authored a number of articles in several industries on hiring practices, embezzlement, legally compliant employment practices, and dress codes for today’s workplace culture.