30 Interview Questions You Can't Ask

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30 Interview Questions You Can't Ask and 30 Sneaky, Legal Alternatives to Get the Same Info

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pdfcrowd.com open in browser PRO version Are you a developer Try out the HTML to PDF API RESO URCE CENTERS HR World Home Benefits HRIS HR Outsourcing Management Payroll Recruitment Talent Management TO O LS White Papers Calculators Dictionary News Features SERVICES Vendor Directory Events CO MMUNITY Ask the Experts The Buzz Reviews The Interviewing Cheat Sheet: 100 Resources for Interviewers and Candidates The HR World Outsourcing Checklist Everyone Looks Good on Paper The HR World Outsourcing Buyers Guide 30 Interview Questions You Cant Ask and 30 Sneaky Legal Alternatives to Get the Same Info By HR World Editors In every job interview the goal is to obtain important information while building a friendly rapport with the candidate. But some questions are just a little too friendly. Protect yourself and your company from legal trouble and embarassment by avoiding the wrong questions while still getting to the root of the concern behind the question. Read on for 30 ways to turn litigious questions into harmless legal alternatives. Nationality Certainly you want to be sure that a candidate can legally work for you but its important to be careful how you ask. These questions address citizenship language and other touchy subjects. 1. What you cant ask: Are you a U.S. citizen Although this seems like the simplest and most direct way to find out if an The HR World Payroll Providers Comparison Guide Here are a few figures to HR World SMB Payroll Solutions Comparison Guide See how nearly 20 of the top payroll solutions for small business stack up. This guide includes: Tax filing Online payroll processing Government reports Benefits tracking And much more Thursday July 23 2015 Search Subscribe to the HR World newsletter NAME EMAIL

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pdfcrowd.com open in browser PRO version Are you a developer Try out the HTML to PDF API Guide interviewee is legally able to work for your company its hands-off. Rather than inquiring about citizenship question whether or not the candidate is authorized for work. What to ask instead: Are you authorized to work in the U.S. 2. What you cant ask: What is your native tongue Finding out about a candidates native language may seem like a good way to find out about their fluency but you may offend applicants that are sensitive to common assumptions about their language. Additionally as an employer its not your concern how the applicant attained fluency in a language — just that they are fluent. What to ask instead: What languages do you read speak or write fluently 3. What you cant ask: How long have you lived here Familiarity with local culture may be important to the position but its important not to ask about a candidates residency in the country or region directly. Rather ask about their current situation and they may volunteer information about their past along the way. What to ask instead: What is your current address and phone number Do you have any alternative locations where you can be reached Religion Religion is a subject that should be treaded upon lightly at the office and even more so in interviews. Protect yourself from overstepping the boundaries but still get the information you need with these questions. 4. What you cant ask: What religion do you practice You may want to know about religious practices to find out about weekend work schedules but its imperative that you refrain from asking directly about a candidates beliefs. Instead just ask Here are a few figures to give you a ballpark idea of the impact a payroll solution is likely to have on your corporate coffers. An Executive Approach to Strategic HR Retain time and focus on core compentencies via outsourcing. The HR World Outsourcing Buyers Guide Learn what to look for how to buy what you can expect to pay and how to derive the most value from an HR-outsourcing arrangement. HR World SMB Payroll Solutions Comparison Guide See how nearly 20 of the top payroll solutions for small business stack up. The HR World Payroll-Outsourcing Checklist for SMBs Ask the right questions when considering a payroll-outsourcing solution.

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pdfcrowd.com open in browser PRO version Are you a developer Try out the HTML to PDF API directly when theyre able to work and there will be no confusion. What to ask instead: What days are you available to work 5. What you cant ask: Which religious holidays do you observe Again scheduling is important but dont risk stepping on toes to find out what you need to know. Simply confirm that your interviewee can work when you need them to. What to ask instead: Are you able to work with our required schedule 6. What you cant ask: Do you belong to a club or social organization This question is too revealing of political and religious affiliations that candidates are not required to share such information with potential employers. Additionally this questions has little to no relation to a candidates ability to do a job. For this question its important that the wording focuses on work. What to ask instead: Are you a member of a professional or trade group that is relevant to our industry Age Maturity is essential for most positions but its important that you dont make assumptions about a candidates maturity based on age. Alternately you have to be careful about discrimination towards applicants nearing retirement. These questions will keep you in the clear. 7. What you cant ask: How old are you While it seems like a simple question its in fact quite loaded. Knowledge of an applicants age can set you up for discrimination troubles down the road. To be safe just ensure that the candidate is legally old enough to work for your firm. What to ask instead: Are you over the age of 18 8. What you cant ask: How much longer do you plan to work

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pdfcrowd.com open in browser PRO version Are you a developer Try out the HTML to PDF API before you retire Again asking this question opens up discrimination troubles. While you may not want to hire an older worker who will retire in a few years you cant dismiss an applicant for this reason. Instead see what the candidates plans are for the future they may plan to work for a number of years. What to ask instead: What are your long-term career goals Marital and Family Status These questions primarily concern women with children but theyre applicable to everyone. Ensure that you dont make assumptions and avoid embarrassing candidates by using the following questions. 9. What you cant ask: Is this your maiden name This question like many others may seem innocent and simple but its off-limits. A womans marital status isnt something thats required to be shared with employers. Instead verify whether or not shes gained experience using any other names. What to ask instead: Have you worked or earned a degree under another name 10. What you cant ask: Do you have or plan to have children Clearly the concern here is that family obligations will get in the way of work hours. Instead of asking about or making assumptions on family situations get to the root of the issue by asking directly about the candidates availability. What to ask instead: Are you available to work overtime on occasion Can you travel 11. What you cant ask: Can you get a babysitter on short notice for overtime or travel Dont make the mistake of assuming that a candidate has children or that they dont already have proper child care plans. As with many other questions the key here is to ask directly

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pdfcrowd.com open in browser PRO version Are you a developer Try out the HTML to PDF API about availability. What to ask instead: Youll be required to travel or work overtime on short notice. Is this a problem for you 12. What you cant ask: Do you have kids This one is for positions in which the candidate may work with children. The added experience of children at home may be a bonus for you but its not an employers place to ask about this. Rather inquire about the candidates experience and they may volunteer this information to you anyway. What to ask instead: What is your experience with "x" age group 13. What you cant ask: Who is your closest relative to notify in case of an emergency Although not especially offensive this question makes assumptions about the candidates personal life. They may not be close to relatives and instead prefer to list a friend or caretaker. What to ask instead: In case of emergency who should we notify 14. What you cant ask: What do your parents do for a living Asking a candidate about their parents can reveal a lot but its not directly related to their future performance in a position. However if you are trying to find out if your candidates family has traditionally worked in your industry this question is a good way to find out. What to ask instead: Tell me how you became interested in the "x" industry. 15. What you cant ask: If you get pregnant will you continue to work and will you come back after maternity leave Ultimately you want to invest your time in a candidate that will stick around but you cant ask a woman to share her pregnancy plans or lack thereof with you. Discuss her general plans for the

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pdfcrowd.com open in browser PRO version Are you a developer Try out the HTML to PDF API future to gauge her commitment level baby or not. What to ask instead: What are your long-term career goals Gender Once youve reached the interview stage a candidates gender is almost always clear. It is important however to ensure that you dont make assumptions about a persons abilities based on this information. 16. What you cant ask: Weve always had a man/woman do this job. How do you think you will stack up Leave gender out of this question and you should be fine. Inquire about th applicants ability to handle the job but dont ask directly about how being a man or woman could affect it. What to ask instead: What do you have to offer our company 17. What you cant ask: How do you feel about supervising men/women This question although it may seem like a valid concern is not acceptable. The candidate may not have any issues working with the opposite or same sex and youll seem crass for even bringing it up. What to ask instead: Tell me about you previous experience managing teams. 18. What you cant ask: What do you think of interoffice dating The practice of interoffice dating can be distracting break up teams and cause a number of other problems in the workplace. But asking this question makes assumptions about the candidates marital status and may even be interpreted as a come-on. What to ask instead: Have you ever been disciplined for your behavior at work Health and Physical Abilities

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pdfcrowd.com open in browser PRO version Are you a developer Try out the HTML to PDF API Your employees health and abilities may be essential to getting the job done but its important to avoid assumptions and discrimination. Stick to these questions in order to avoid embarrassment and legal troubles. 19. What you cant ask: Do you smoke or drink As an employer you probably want to avoid someone who has a drinking problem or will take multiple smoke breaks throughout the day. Its even a concern for insurance. Instead of asking about this directly find out if theyve had trouble with health policies in the past. What to ask instead: In the past have you been disciplined for violating company policies forbidding the use of alcohol or tobacco products 20. What you cant ask: Do you take drugs This question is just a simple confusion of terms. Your interviewee may think youre asking about prescription drugs which is off-limits. Make sure you specify that you want to know about illegal drug use instead. What to ask instead: Do you use illegal drugs 21. What you cant ask: How tall are you In a labor environment height may be essential to the job but this question is too personal. As with many of these questions its best just to ask directly about the candidates ability to do whats required of them. What to ask instead: Are you able to reach items on a shelf thats five feet tall 22. What you cant ask: How much do you weigh This highly personal question is embarrassing for most and is not necessarily relevant to a candidates ability to do even a physical-labor job. Avoid making assumptions and ask about abilities directly. What to ask instead: Are you able to lift boxes weighing up to 50

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pdfcrowd.com open in browser PRO version Are you a developer Try out the HTML to PDF API pounds 23. What you cant ask: How many sick days did you take last year No one wants a flaky employee but even the most dedicated workers get sick every now and then. Take a look at missed days as a whole to measure the candidates commitment. What to ask instead: How many days of work did you miss last year 24. What you cant ask: Do you have any disabilities Disabilities whether theyre physical or mental may affect a candidates ability to do the job but its critical that you avoid asking about them. Rather find out if the applicant can handle doing whats required. What to ask instead: Are you able to perform the specific duties of this position 25. What you cant ask: Have you had any recent or past illnesses or operations Again gauging commitment is important but illness isnt something that most people can help.The answer here is to make sure that the candidate can perform the job while avoiding questions about his or her physical abilities. What to ask instead: Are you able to perform the essential functions of this job with or without reasonable accommodations Miscellaneous Avoid interviewing gaffes by sidestepping these questions about residence legal troubles and military service. 26. What you cant ask: How far is your commute Although hiring employees who live close by may be convenient you cant choose candidates based on their location. Find out about their availability instead.

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pdfcrowd.com open in browser PRO version Are you a developer Try out the HTML to PDF API What to ask instead: Are you able to start work at 8 a.m. 27. What you cant ask: Do you live nearby If your candidate lives outside of the city your company is hiring in it may be necessary to have them move to your area. But again you cant discriminate based on location. Rather find out if the applicant is willing to move closer to the office. What to ask instead: Are you willing to relocate 28. What you cant ask: Have you ever been arrested In sensitive positions like those that deal with money you may want to find out about your candidates legal fortitude. But ensure that you ask only directly about crimes that relate to your concern. What to ask instead: Have you ever been convicted of "x" fraud theft and so on 29. What you cant ask: Were you honorably discharged from the military A bad military record can be illuminating but you cant ask about it. Instead ask about the candidates experience and they may volunteer this information on their own. What to ask instead: Tell me how your experience in the military can benefit the company. 30. What you cant ask: Are you a member of the National Guard or Reserves Losing an employee to military service can be disrupting but its critical that you dont discriminate based on assumptions of a candidates upcoming military commitments. Find out what their plans are for the short term instead. What to ask instead: Do you have any upcoming events that would require extensive time away from work

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pdfcrowd.com open in browser PRO version Are you a developer Try out the HTML to PDF API Altogether – fairly good and practical. I do not like the word sneaky. It suggests doing something unethical or illegal. I think all alternative questions are absolutely legitimate to ask. The author should however consider the spell check. Embarassing or maybe embarrassing Peter B. Las Vegas Aug 4 2009 Did you guys even read the article The title made me think that it would be about how to ask slimy questions in a legal way but I thought it was actually reasonable and helpful. I would much rather tell potential employers that I am available to work any day of the week than tell them that I am an atheist. Rev. Starchildren Nov 16 2007 I think you meant "intra-office dating". I doubt anyone would have an issue with dating people from another office ie not the office they work in. Intra-office dating is in the same office. Inter-office dating is with someone in a different office. Cheers Philip Philip Hodgetts Nov 16 2007 1 is incorrect. You can ask about citizenship. Certain companies in the defense industry government or gov. sub-contracts often require U.S. citizenship LCA Nov 16 2007 Hey this is a great post. I learned so much. I think a lot of us know that were asking an illegal question and ask it anyway. In that context this post sort of makes the world a better place -- gives us

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pdfcrowd.com open in browser PRO version Are you a developer Try out the HTML to PDF API a way to be respectful and legal and get the information we want. Thanks Penelope Penelope Trunk Nov 15 2007 Good list Bryan Starbuck Nov 15 2007 Im pretty sure the direct questions are illegal to ask. This is a good list for both sides. The "what you can ask" questions are sneaky ways of asking a related questions in the hopes that the answerer will elaborate and give you the information youre looking for. For the person being interviewed watch out for these questions and be careful as to just how much information you offer in your response. Kevin Nov 24 2007 You cant discriminate based on location Says who Ive never seen location listed as a protected class. Can you cite the law Alison Nov 15 2007 Its obvious that anybody who disagrees with this list has not been privy to a harassment suit at a large corporation. Easy money unless you ask questions relevant to the job. This article helps you draw the line. They are not really "alternatives" merely alternate questions within the legal limits to ask. Good List. yelahwnairb Nov 24 2007 Good Article regardless of the individuals who just like to make accusations and deface all material they come across. Majority of the questions are biased alternatives however the disabilities question and Citizenship question are well worded. Thank you for making the public aware of cultural diversity. Josh Nov 19 2007

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pdfcrowd.com open in browser PRO version Are you a developer Try out the HTML to PDF API You know what is interesting about these questions there really is no such thing as an illegal question. At least not Federally though State Law Can vary. Someone once challenged the "illegal" question myth stating that there was NO Where in the EEO or DOL that one would find illegal questions and yes they were correct.. So I decided to Call the Office of the Civil Rights Division to get the Real Skinny on this one. What WAS the REAL Down Low about this. Can Companies ask "illegal questions" and in fact was there really such a thing as an "illegal question" As they so Eloquently put it - "America is a free country and Employers are Free to ask what ever they want to a candidate.. BUT Wait.. dont get too excited Yet.. You see it isnt the Asking that creates the legal problem but actually it is the WHY Are You asking this question and WHAT are You planning to do with the information that creates future problems.. That is when an investigation can occur to check your selection versus hiring process to determine if you as a company is discriminating. Those questions above are indeed questions one should avoid because they could indeed come back to bite a company should they refuse to hire a qualified candidate and that said candidate gets in a tizzy and decides to complain to one of the Alphabet Agencies that deal with that particular issue.. Karen Mattonen karen mattonen Nov 19 2007 Why are we encouraging this kind of faceless double talk Shouldnt we be frank Why are these deceptive alternatives to unacceptable personal questions supposed to be okay Concerned Nov 16 2007 Are you insane The majority of these questions are pointless. And

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pdfcrowd.com open in browser PRO version Are you a developer Try out the HTML to PDF API there is no reason why you cant ask most of them point blank. Why for example would anybody want to ask what religion somebody is to find out what days theyre available to work Cmon Anybody with any sense will ask "What days are you available to work" Another example: You absolutely CAN ask somebody where they live and you absolutely CAN rule out applicants that live in your opinion too far away. You see it constantly in job postings on the web: "Local applicants only". The only thing this piece does is give ideas to simple-minded freeloaders who might be inclined to sue somebody for location- discrimination or some other bullshit. Honestly how about telling the author of this piece to go make some coffee or sweep up the place and stop wasting time. Call it lack-of-intelligence-discrimination if you want. How this article ended up on the front page of Digg Ill never know. Jason Nov 16 2007 I found almost everything about this article apalling. The title the intent behind the article the construction of the questions and the idea that some kind of "fancy dancing" to get around blatant discriminatory intent by playing games with language that might protect a company or a company representative from what quite rightly gives the appearance of unfairness in hiring decisions leaves a taste in this HR operatives mouth that I cannot describe mostly because my mother didnt raise me to talk that way but trust me I really REALLY have some choice expressions that Id love to be using right about now. Super Doobie nailed it as did some others: The author seems to be saying "Lookie here yall. . .heres how to be a scumbag and still get away with it." Yeah maybe so but thats not the point. The point is NOT to discriminate in hiring decisions. The point is to hire fairly. The point is to hire the right person for the right job WITHOUT regard to the colour of their skin if and how many kids they have and whether or not they believe in a Higher Power or just in Power Tools can I get a Black and Decker please. And try as I might to ignore it I hear this quiet echo in the back of my head whispering something about the content of their character not the colour of their skin. . .it haunts me. Im almost certain Ive heard it maybe even read it before. It seems eminently sensible to

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pdfcrowd.com open in browser PRO version Are you a developer Try out the HTML to PDF API me but what the hell do I know Oh yeah. . .I remember. I know that Ive worked with Labour and Employment attorneys since the days of Yore maybe Eeyore. . .its been a while and theyre even tougher than Mrs. DeGroot my old Latin teacher. And Ill tell you what they told me. Clever is what gets you sued. Clever is what gets you writing checks to winning defendants. Clever is what gets your butt in a sling. You wanna avoid lawsuits wanna avoid settlements wanna avoid looking like a stupid jerk usually legitimately by the way and keep your butt outta court Its simple really. Do the right thing. For the right reasons. Every single time. James Mason Nov 30 2007 This seems to me like instructions on how to interview and still make biased decisions. Yes you still have to manage your business with the best hiring decision. I have to say I take offense to screening for active military duty. I am vehemently against the war but I am not hiring to appease my own sense of self righteousness. I am hiring to find the best suitable candidate for the position. Many of the other questions I could not ask in good conscious either. Super Doobie Nov 17 2007 Shameful You cannot ask these questions for a reason and this circumvention of the letter of the law while still violating the spirit of the law makes a mockery of our freedoms and non-discrimination policies RTM Nov 16 2007 Employers only need to know if a candidate is legally entitled to work in the U.S. if the candidate is old enough to work in the U.S. if the candidate can do the job if the candidate is dependable and if the candidate is honest. Probing a candidates background to validate the employers prejudices is discriminatory. Some of these questions cross that line.

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pdfcrowd.com open in browser PRO version Are you a developer Try out the HTML to PDF API Further some questions may yield answers which provoke inaccurate prejudiced and narrow minded conclusions. For example available work days. Monday-Friday may be the companys normal workweek but the employer asks if the employee can work Saturdays. A candidate says he/she is unavailable on Saturdays. The employer concludes the person observes one of two religions. The truth is the employee may not be available because he/she attends a Saturday college class The long and short of it is the candidates Saturday unavailability is none of the employers damn business. I like the article title headlines last part: "30 Sneaky Legal Alternatives to Get the Same Info" with the operative word being "sneaky." "Sneaky" is just another avenue for employment discrimination. DLP Dec 1 2007 Interestingly atleast some of them reveal what the HR/recruiters actually have in mind when they ask you a particular question Vivek Dec 3 2007 I think this post has a lot of good information in it. I also dont think the alternative legal questions are very sneaky if theyre asked for a reason related to the job - I do think its sneaky to ask about availability to travel if the job doesnt require it. I dont see these questions violating the spirit of the law. Hiring managers want to know if the interviewee is likely to show up is able to perform the duties of the job and whether the job is considered a short term stepping stone or is of longer term interest. Many interviewers are curious about aspects of an applicants life that are none of their business. This list points out what you cant ask in a clear way. Heather Mundell Nov 18 2007 This list is absolutely nuts. There are VERY few questions on it that are inappropriate and Ive asked many of them myself.

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pdfcrowd.com open in browser PRO version Are you a developer Try out the HTML to PDF API I believe in being very honest and direct in my dealings with other people it prevents misunderstandings and is more conducive to long-term stability and happiness. This political correctness BS does nothing but get in the way of meaningful communication. http://adrake.wordpress.com Adam Nov 18 2007 Discrimination is illegal. But none of these questions are illegal. This question would be illegal "Would you kill my rich uncle if I hire you" because it is solicitation of murder. Asking someone "What exactly does it take to get you to climax" isnt illegal but it is actionable if it is part of an act of discrimination. If you think any of the articles questions are tuly "illegal" then please post the law. Chris Feb 20 2009 Well as an employer I have two employees that take multiple smoke breaks and let their work go to hell. They shove off the work they cant finish to the next shift which is unfair. Dont hire smokers theyre a big liability. Fre Dec 25 2008 What to ask instead: What are your long-term career goals Well Ive been asked this question on 80 percent of the interviews Ive been on I didnt get the job What does age have to do with it anyway I have half a mind to sue because to me this is absolutely discriminatory I have just as much right to work as anyone else and probably to the job better too Brenda Pitz Dec 27 2007 The title is indeed slimy. Those laws are in effect for a reason. Should you have to change your religion to get a job Should you have to have a vasectomy to get a job Can you write software over

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pdfcrowd.com open in browser PRO version Are you a developer Try out the HTML to PDF API 25 really... anyone who does not support these laws should not be in HR or management. Withheld Dec 29 2007 Great post cannot wait to nail my boss on all the inappropriate questions he asked me at my interview. Lonely in San Fransisco Jan 8 2009 i am floored i had an 2 interviews last week at corporations in Boca and West Palm between the two i was directly asked in the illegal format 16 questions on this list biggy Jan 22 2009 What do you do if an employer DOES ask you these types of inappropriate questions at an interview VJM Jan 18 2009 Lets say youre at an interview and youre filling out the work application can an employer request you put the reasons down for choosing to have the prospective employer not contact your current/past employer By this I mean is it illegal thanks Jon Jan 19 2009 This article is mucho improtante i read it like five times and it is soo helpful thanks 3 much love Sean Rougat Dec 15 2008 I dont know what bubble this author is living in but in Wisconsin

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pdfcrowd.com open in browser PRO version Are you a developer Try out the HTML to PDF API they ask all these questions. There is no one protecting rights in this state. Annette Cowling Dec 23 2008 Is my former employer permitted to disciss reasons why we mutually agreed for me to leave that joh. Jerry Paul Welton Dec 14 2008 I am in consideration of a job I really want. I have made it through 2 interviews. I have provided work references and choose to show where I attended school-- no dates. My question: " Can they ask me for DOB and graduation year from College" This is a HR and Training firm staffed with HR professionals so I assume they know the law I am asking for myself. My resume shows last ten years of work. Chris Sep 30 2008 This is a great article. If you are sceptical then check out the link below. This site lists the legistlation that makes the questions legal/ illegal. http://hr.albany.edu/content/legalqtn.asp Cterr Oct 15 2008 Why in recent professional Sales interviews are they beginning by asking what year I graduated from my 4 year college with a BA I havent been asked that in 22 years. Is that a way to calculate how old I am In the past my interviews were focused on my last 10 years. Now they go and begin by asking the "year" I graduated. For what purpose And what is the appropriate professional and gracious response I am really puzzled and thank you Suzanne Sep 11 2008 Here are the types of questions not to ask candidates or references

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pdfcrowd.com open in browser PRO version Are you a developer Try out the HTML to PDF API Kathy Goodale Sep 11 2008 Wow very sneaky I must say. Who would want to work for people who asked these questions anyways But to think about it I think I have been set up by these. henrysnikers71 Sep 9 2008 nice well done. billy bob Sep 9 2008 nice well done. billy bob Sep 9 2008 Well done well done. Thanks Bob Billy bob billy Sep 9 2008 I think these are extremely innapropriate questions. brooke Oct 27 2008 I was arrested for a misdemeanor did community service and after 10 years good behavior my record was expunged. I was asked have you ever been arrested. I told the truth. End of interview. They made it so that the punishment never ends. Screw them. Screwed Over Nov 2 2008

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pdfcrowd.com open in browser PRO version Are you a developer Try out the HTML to PDF API this site sucks Arturo Oct 23 2008 My husband is 46 years old and has been out of work for a year and a half but a very good company is just about to make an offer. He is getting ready to fill out the application paperwork with HR and on it the question about "have you ever been convicted of a crime" and then it goes onto say "dates location disposition". He had a DUI and was arrested/convicted for siphoning gas out of a car when he was 21. Should he answer yes to this question He feels he should not put that in the application even though it says it will not necessarily bar him from employment with them. He needs this job but I say that he should be honest about it. He is thinking that he wont get hired if he puts it down. In the past he has always answered no to this question but I believe because of the nature of this company they will do a complete background check and it will come up. Any advice Thank you. K Feb 26 2008 I just completed an Employment Law class at my local technical school and this article pretty much hit it on the head. The bottom line is -- dont discriminate against anyone because of their age race color gender pregnancy national origin religion or disability. The questions suggested here are good questions that get to the heart of what any good employer should want to know about applicants -- when are you available can you legally work in the U.S. are you capable of doing what the job requires. The "questions you cant ask" are more likely to be viewed as a basis for discrimination. I think the authors shouldnt say that the questions are "sneaky" theyre just more relevant to potential job performance and neutral to all people. And to Morgan: No not everyone gets Sundays off. In my business Sunday is often the busiest day of the week. I dont believe its appropriate to ask someone their religion and you definitely shouldnt assume everyone in America is Christian and the "the other 5 can just shut up." I believe freedom and tolerance religious and otherwise are the major reasons this country exists today as it does. I hope you really are only 13 because you have a

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pdfcrowd.com open in browser PRO version Are you a developer Try out the HTML to PDF API lot to learn. Law student Jul 31 2008 Unfortunately the writer of the article is missing the point. The issue here is discrimination and asking sneaky questions will not free you from you any litigation. Suggesting that you can ask a different question sneaky as you put it to get the same information thinking that is not going to get you in trouble is completely wrong and will get you just as much if not worst trouble then with a straight question because of the deceiving connotation that you are giving to the question. And let me inform you that any company will lose in court when caught doing what you just have recommended. There are no laws that prohibits you from asking “if you ever been arrested” or have ever been convicted of a felony. The government asks these questions all the time. There are government agencies that ask how many times have you been arrested whether convicted or not. How about have you ever been arrested for DUI not convicted And “do you take any illegal substance”. The reality is you can only ask questions related to what the job is about and if the person can do the job. I.E. If the person is going to work with children you can ask questions related to child abuse. If the person is going to be around money or merchandise you can ask “if the person has been arrested for stealing”. You do not want to hire a person that you are going to fire for being inebriated have been smoking illegal substances or is caught stealing in your company. “Properly phrasing your questions be honest and straight” use them as part of your decision making process. Because no matter how you ask them once you asked and there is room for discrimination you will be open for a law suit. Your advice should be that after you asked a specific question you follow up with the “must” question. I.E. Have you ever been arrested When the answer is yes and the person tells you the reason the very next question should be: “And do you feel that you have been rehabilitated”. If the candidate is being honest that sets the beginning of a healthier relationship between the candidate and yourself. Sneaky questions as you call them will get you in trouble no matter how you ask. Therefore is better to be honest and ask as straight as you can and just be careful what you do with the answers. chris Feb 4 2008

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pdfcrowd.com open in browser PRO version Are you a developer Try out the HTML to PDF API I have been asked some of these questions I lied to get the job because I needed it What is person to do when asked these questions before and after interview especially if you get the joh Jennifer Sep 24 2008 Are third party recruiters bound by the same HR constraints as a hiring facility I have been asked the following: for a picture of myself against a white background do I own my own home to sign an employee background check and I have not even had one interview with the hiring company for references before interviewing and they would contact these people for 10-15 minutes of their time before and interview for the name of the company that bought the business for whom I worked yes that is correct the name of the company that bought the company for whom I worked Can you see the problem I am not even a candidate and being screened as if I were interviewing for the FBI. This is a Hospital Admin job for crying out loud. Quite honestly I think as the economy slows the level of illegality increases. I declined to provide any information. I decided if this is the recruiter that this company hires then this is not the company for me. Oh by the way age discrimination does exist Just prove it Linda Jul 28 2008 I have been asked these questions during an interview: how old are you are you single or married do you have kids I was even asked if I would date a male nurse for a long-period of time and whether or not I would marry him. This took place at a hospital in Scottsdale AZ for a nursing position. I even asked this nurse manager if what he was doing was illegal. He just ignored me and kept talking. This occurred about a year ago and I recently called this manager to ask him about these questions. He told me that he didnt know who I was and was now going to hang up. I emailed him along with many other people at this hospital a sample of the questions he had asked me. No one emailed anything back to me. I should have said something sooner but he knew that if I said anything I would look like the person at fault. He knew that my old manager held something against me. If these two managers came together and claimed something completely untrue about me they would be believed because they are 2 nursing managers and Im just a nurse. wizardofOZ Jul 28 2008

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pdfcrowd.com open in browser PRO version Are you a developer Try out the HTML to PDF API This is good information to have. I recently interviewed at Siemens and was asked several illegal questions by a business manager during my interview. When I was asked if I have children I responded "That is an inappropriate question to ask during an interview." The woman conducting the interview who ask this question and the others responded that she is not familiar with the HR end of things. Well if your going to be interviewing candidates you better find a website such as this or contact your HR department for some training. I plan on informing the recruiter that I was asked several illegal questions during my interview. Mar Jul 19 2008 GREAT LIST charlie skovgaard Jul 8 2008 So there is absolutely no laws being broken when my bosss job applications ask: age date of birth SSN number of children race US citizen marriage status height weight eye color hair color and religion All within the first box I am trying to find some proof that this is illegal so he will take it off. I personally would never fill ANY of that information out it is not necessary for the job I do anyway I just filled out the basics my hiring situation was unique. I have filled out many many applications in the past few months and none of them have ever asked for any of that. The most personal thing I was asked was my SSN for a government job so I guess they could pull all of that information up anyway but I understand because its the government not a small company such as the one I work at. My boss has also discriminated against several people regarding religion and not hiring them because they might be "weird". You also dont get hired over the phone he has to see if you are "pretty enough" to work there. Prefer not to answer Jun 12 2008 I find it funny that Walmart ask most of these "clever" questions to their potential employees.

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pdfcrowd.com open in browser PRO version Are you a developer Try out the HTML to PDF API Seriously though I think its fair to ask some the blunt questions others are just irrelevant. Ask all you want as long as you dont discriminate who cares James Feb 12 2008 good article charlie skovgaard Jul 7 2008 Oh Perfect job Very good and helpful post. Thx your blog in my RSS reader now Jhon S Jun 3 2008 An interesting article. Helpful to both employers and those that are being employed so that you can offer information that you are comfortable releasing. This deserved front page of Digg at least more than a lot of other stuff. James May 29 2008 i like the height one Maggie May 30 2008 lol these are crazy. i like the 5 feet one julia May 30 2008 HR has to walk a fine line between questions that might be construed as illegal or at least unfair and information that might assist in finding the best candidate. One area that bothers me is that with information and misinformation so readily available via the internet we might use the freeinformation without ever asking the job candidate to explain.

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pdfcrowd.com open in browser PRO version Are you a developer Try out the HTML to PDF API ed banning May 23 2008 This list is crazy more than half of these questions arent bad and the other half of the writers answers wont get you the information you want. If someone asked you 4. What days are you available to work Would you think of Sunday Dont people ALREADY get Sunday off Why not just ask them what religion they practice. 95 of Americans are Christians So the other five percent can just shut up about being "politically correct" 7 is an even more stupid question. Its obvious if someone is over the age of 18. Why eould some 16 year old want to get a job at a construction site or a law firm Would you ask some 50 year old lady if she was over the age of 18 sarcasm Yeah because on her first day of work shes gonna scamper on in and peel of a mask and say "Guess what Im really 16" By the way Im only 13 years old and I probably know more about the subject than you. There are many more questions on this list that annoyed me but Ill spare you the humiliation. Morgan May 27 2008 I contacted the Oklahoma Employment Security Commission they advised me to contact the EEOC. The EEOC advised me to contact the Department of Labor concerning my questions. I have also contacted the Oklahoma Human Rights Commission. I have contacted many agencies and I need correct legal answers. I have been asked my age national origin and whether I was a US citizen by job interviewers. Are Oklahoma Public School Districts allowed to ask the following questions on an application or during an interview 1. Are you a US Citizen 2. What year did graduate from high school I know a person must show proof that they have the right to work in this country. If a person puts on the application before the interview they graduated in 1948. The age will be questioned. Are these questions legal Who can give correct answer Thank you. Ms. S.

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pdfcrowd.com open in browser PRO version Are you a developer Try out the HTML to PDF API Ms. S. May 14 2008 Great list. Thanks. Router May 14 2008 This article is fake. None of this is true and you can most deffinatly ask all of these questions. Only in Kazacstain can you not ask these. Get it right people Baboo Muhammad May 12 2008 Excellent resource for anyone preparing for an interview. It should also be read by employers too In my experience both the employer and employee are uninformed of the types of questions that are illegal to ask. http://www.get-the-job.com Jeff Melvin May 16 2008 After getting my tons of chuckles reading this post I am still thinking that much of it is relevant despite some of the contradictions in the posts. The thing we need to remember most is to be sure to use common sense. After the fact even if you followed all the legal points of the interview if you get the stinker of an applicant the most important advice I personally can give you from experience is to be sure to DOCUMENT like crazy. Even if you get the scumbags discrimination lawsuit and they win nada you are still looking at alot of legal fees after your huge deductible kicks in. In the interview if the applicant mentions that she left her last job because they expected her to work a bazillion hours the normal response would be: "Wow bet your husband/boyfriend/child was not too thrilled about that." Not a question but an answer that gets the response you want since any applicant would then say "my five children and their babysitter were not too happy." Voila. Is that clever and sneaky or maybe even illegal DONTNEEDTONO Apr 12 2008

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pdfcrowd.com open in browser PRO version Are you a developer Try out the HTML to PDF API NAME EMAIL COMMENTS Spam Protection: Sum of 1 + 0 Wellllll...I read the article and found some interesting information. However my primary question was not answered: Do these same "rules" apply to job applications. In other words if you begin to fill out an application at a business and some of the questions listed are in black white on the application is that OK Needless to say I certainly wouldnt want to work for someone who asked some of those things on a job application but Im just curious as to whether or not they are allowed to ask. By the way James Mason nice stereotyping. All us Southerners is ignorant fooools... Kat Apr 22 2008 GOOD READING MANSOUR Sep 9 2009 All fields are required. Your E-mail w ill not be published.

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