Matters that are euphemistically called 'staff problems'cost employers millions annually. Even highly experienced, competent managers trip over these very sensitive interview questions. It's worth giving yourself a refresher, and be sure to stay current with workplace practices.

Start by checking your guidelines and manuals. If you don't have current materials, or what you have looks out-dated, you can usually get the current materials from HR.

This can be extremely dry, dull reading, so you need to do more than just read these materials. You have to translate them into solutions. Ironically, they are useful, but mainly as a guide to your own skills rather than as resources.

To answer questions, you need to turn these guidelines into practical, working materials. Job interviews require formal responses, which the interviewers have to record. The content of your answers must be structured and relate well to the position criteria.

Guiding principles for supervisors

It's easier than it looks to develop a good framework for your responses. The primary considerations for any supervisor, when dealing with staff problems, are:

• Employment law
• Anti-discrimination law
• Equal Opportunity
• Criminal law
• Statutory law
• Management policies

In all staff matters, the applicable laws are the main issue for employers. As a supervisor, you probably know most of the laws by heart.

Note: If you don't know, get help. You must understand these issues, because you can get into serious trouble if you don't.

Interview questions and issues

Most questions will be strictly practical, with the odd hypothetical to test your skills. You're really being asked how you'll do this job.

Here are a few typical questions to show the depth of the issues:

As you can see, all of these are practical, yet potentially tricky questions. You probably thought of answers while reading. These interview questions are extremely important. Make every effort to give the best possible answers. These answers will get you the job.

Structuring your answers

Each answer must be based on the right laws for the cases. The best structure is based on the STAR technique, with some slight modifications.

Situation and Task

Refer to the law at the start of your answer. 'The law/legal situation is that…'

Action

Whatever action you take also has to be in accordance with the law. Your answer must show that this action is the correct procedure, according to one or all of the relevant laws. Don't guess on this, but read up on your options.

Result

The result must be that the employer has acted correctly, according to law.

Mistakes cost employers millions, every year.