I understand points made about interviews, but I have a few comments:

-- The interview gives you the chance to not only meet and find out things that paperwork can't tell you but also to let an applicant meet and interplay with the full board.

-- At interviews, we always ask an applicant if he understands what a coop is v. a rental or a condo. They always say yes. We then ask him to tell us what a coop is. They almost always say that you own your apt, and coops cost less than condos. We then explain that you own shares in an apt corp not an apt, a coop is a state business corp like other corps that sell shares to the public that must comply with business corp rules, etc.

-- We may note a few policies or bldg rules at an interview but we don't explain all of them. There are too many, and applicants are nervous and won't remember much of what you say. You're lucky if current SHs know what they are or bother to ask if they don't.

-- We give an applicant our "Welcome" flyer as soon as he's told that he's approved. It has a short intro then bullet points with initial guidelines he needs to know: move-in rules, super/doorman's hours, phone numbers for the super, property mgr, etc.

-- An applicant must sign each page of our house rules in the sale package, but that doesn't have to be notarized. Notarization basicall confirms that the person signing is who he says he is. It doesn't confirm that he read and understands the house rules. Just signing is sufficient.

-- At an interview we ask an applicant if he has questions about the coop, bldg, staff, etc. Boards ask questions but they sometimes forget to ask applicants if they have any.

-- 10 years ago, we created a SH's manual containing all coop policies/procedures, a copy of the house rules, fees/fines, who's responsible for what, etc. and master copies of key forms such as applications for doing renovations, sublets, refinancing, etc. When a SH sells, he's has to give his manual to the buyer at closing or pay $100 for another copy. Buyers are advised to read and keep it handy. This is a lot easier than trying to explain all the rules at an interview. All SHs are told to refer to the manual or call the property mgr with any questions, before they start apt projects, etc. With a manual like this, SHs can't give excuses and say "I didn't know that" or "no one told me."

-- There are areas you can't touch upon, but many boards hesitate to ask much and tippy-toe through interviews. We're courteous of course but we ask an applicant why he wants a coop, why he wants to buy into ours, etc. There's nothing wrong with asking questions or posing a little challenge. We may ask, for ex, "What would you do if a neighbor..." Answers can tell you a lot about a person's character, level of maturity and sense of responsibility.

FYI: Per anti-discrimination laws, there are 14 "protected categories" in which law suits can be put forth if it can be proven that someone was rejected for a job, purchase or whatever on any of these grounds:
Age
Disability
Partnership status
Alien status
Gender (including gender identity)
Race
Children (or childless state)
Lawful occupation
Religion
Country of national origin
Marital status
Sexual orientation
Creed
Military status