Sticking to a script of job-related questions and asking the same questions of all candidates. This will help prevent you from straying off track and possibly stumbling onto personal matters.

Risk management company J. J. Keller & Associates released its annual list of the top three hiring mistakes:

Mistake #1 – Not developing a job description from very start of the hiring process
"The job description is really is the most logical place to start," says Edwin Zalewski, a human resources subject matter expert with J. J. Keller & Associates. "And if properly written, the job description can help in many areas." Zalewski goes on to say it helps in recruiting, since the duties and responsibilities can serve as a base for writing targeted job advertisements; it helps in hiring the right applicant, since interviewers can use them to obtain more useful, specific information from applicants; it helps the applicant by providing a clear idea of the responsibilities of the position; and finally, it helps you comply with the Americans with Disabilities Act by providing evidence of what duties are considered "essential functions" when determining if a reasonable accommodation is possible.

Mistake # 2 – Not sticking to a script of job-related interview questions
According to Zalewski, conducting personal interviews can be tricky. He says, "When you conduct interviews, you must remember that what you say, even unintentionally, can get you into hot water." He suggests sticking to a script of job-related questions and asking the same questions of all candidates. This will help prevent you from straying off track and possibly stumbling onto personal matters.

He also recommends combining general questions with questions specific to the job and to the individual in order to get information about past work responsibilities, any gaps in employment, and anything else that requires clarification.

Mistake #3 – Failing to track applicants
"Applicant tracking is required under affirmative action plans," states Zalewski, "but we are often asked the question, ‘Who must be counted as a job applicant for tracking purposes?’" Zalewski suggests using the definition provided by the Office of Federal Contract Compliance Programs, or OFCCP (the federal agency that administers affirmative action requirements). The OFCCP says applicants are those who have shown interest, submitted resumes or applications through the internet or other technology for a particular (versus any) position, and possess the basic qualifications for the position.

"The hiring process certainly does not end with the acceptance of a job offer," concludes Zalewski. He advises HR professionals to pay particular attention to the proper completion and retention of all necessary paperwork.