Conducting a job interview is probably the most critical step in job screening. It is during the interview that an employer can estimate whether the applicant will suit the job position and work well with the company.

Job interviews are also probably the last step in job screening. Before reaching to the interview stage, employers need to conduct personal background checks and business background checks. Through these screening processes, employers can eliminate any candidate who may be unsuitable for the job.

Some small companies conduct the job screening by themselves. However, larger firms usually outsource the work to pre employment screening services. Once these services have an applicant's social security number they can run employment background checks and criminal background checks.

The interview is probably one of the last stages of employee screening. However, employers need to be careful in the questions that they ask during interview. Some poorly worded questions can lead to the applicant feeling discriminated against.

Some of the questions that an employer cannot ask as part of the job screening are as follows: Are you 18 years of age or older? How old are you?  Is your spouse employed by this employer? Are you married? Are you a native-born citizen of the United States? Where are you from?  Do you have any physical disabilities that would prevent you from doing this job? Do you currently use illegal drugs?  Have you ever been addicted to drugs? Employers who ask these questions as part of the job screening process can find themselves in legal trouble.

Applicants are also not to allowed applicants about his or her sex life, beliefs about contraception and family planning, or opinions about same-sex relationships. Information used from these questions cannot be used in the job screening process.

Apart from interviews some employers also include skill tests as part of the job screening process. The tests are intended to analyze the applicant's skill and aptitude for the job.

Employers who decide to use tests for applicant screening should ensure that the tests are screened scientifically for validity and content. Employers need to make sure that the tests correlate to necessary job skills.