Ask Me Anything. But Not That.

Contributed by Elaine Landau

The job market is highly competitive. Potential employees work hard to make their resumes impressive, portfolios current, and cover letters so intriguing that employers jump to secure an interview.

Those candidates who prepare for the all-important interview have an edge over those who simply try to wing it or just think charm will keep the interviewer happy. Job seekers should anticipate the kinds of questions employers would ask. They should also anticipate the kind of questions employers should not ask. How do you know what information is off-limits in an interview?

That’s Taboo. Shame on you.
In our litigious society, many employers have been coached by both their human resources department and legal department on what topics should be avoided during the interview process. Questions should be limited to those pertaining to the candidate’s qualifications for the position. Any questions about race, religion, age, sex, finances, or arrest record are illegal and could lead to expensive discrimination lawsuits. Despite that reality, some interviewers choose to cross the line, thinking job seekers want the job and won’t complain.

Could you repeat the question?
Let’s be fair. Sometimes the interviewer is as nervous as the job candidate. If a question posed seems out of line, don’t get bent out of shape.

For example, one young supervisor became engaged the evening before her morning interview. Her first interview was with a woman who wore a lovely diamond engagement ring. In her excitement, the interviewer asked how long the candidate had been engaged and when they planned to be married. A misstep, indeed. A professional encounter, such as an interview, is not a venue for engagement/marriage banter. The candidate in this situation was wise enough to stay mute on the subject until the interviewer recovered from her mistake. The interviewer immediately realized her mistake, apologized and preceded with the interview.

If there is concern about whether a candidate’s marital status or family requirements will interfere with their ability to do the job, interviewers may ask questions such as, “Are you willing to work overtime when deadlines need to be met?” or, “Where would you like to be in five years?” and then draw conclusions from the answers.

Race and Religion. Don’t go there.
Race and religion should never be discussed in an interview. Even if the candidate starts talking about either topic, it is up to the employer to put the interview back on track. Discrimination remains a real problem in the workplace. Unless race, parentage, country of origin, religion, or languages spoken have something to do with the job requirements, they are not relevant. If a candidate is hired and his/her religion prevents working on certain days, it is up to the employer to accommodate that person.

Ageism. An ism to avoid.
You may ask if the candidate is 18 years of age or older to determine if he/she can legally work. It is illegal to discriminate against persons over forty-years-old.

If a job seeker feels that his/her age might keep them from securing a position, that candidate would be wise to update the resume and sharpen some skills. Candidates may wish to explore computer classes online to better their chances of securing employment. There are valuable online tutorials such as advanced Excel® tutorials, advanced tutorials in Word, advanced Photoshop® tutorials, and advanced PowerPoint® tutorials. Employers are impressed with candidates who stay current and well versed in the latest computer applications and programs. Age concerns take a back seat when candidates are well-informed and well-educated.

Disabilities
Chances are that the person wanting to be hired for a position knows whether he/she is capable of performing the required duties. If an applicant discloses a disability or has an obvious disability, it is legal and appropriate for an employer to ask the job seeker how he/she will perform a particular task that might be impacted by their disability. By disclosing a complete list of job duties, the employer can ask the candidate if he/she is capable of doing the job. Again, this is good communication. Both the employer and employee want a good fit.

In an interview, employers may not ask if the person has any disabilities that would interfere with job performance, whether they have ever filed a workman’s compensation claim, or if they need special accommodations to perform required tasks. The Americans with Disabilities Act prohibits those questions.

Have you ever been arrested?
Keep this question for your next blind date, not an interview. State laws vary on this topic, but unless it is a business necessity to inquire, this is an area better left unexplored.

Can I borrow some money?
Unless the job candidate agrees with written consent that an employer may secure a copy of his/her credit report, the job seeker’s financial situation should not be considered during the interview process. Unless, of course, the job seeker’s financial situation is directly related to his/her suitability for the open position. Then the candidate must agree to disclose the needed information to the potential employer.

Employers--Keep it Simple
Interviewers should limit their questions to determine the quality of the candidate’s professional background, character, and work ethic. By keeping it simple, employers may be able to stay out of court and avoid discrimination cases.

Job Seekers--Keep it Real
As a job candidate, don’t assume the employer is trying to illicit illegal information from you. If the question seems inappropriate, ask that person to repeat the question. If they insist on staying on an off-limits topic, the interview should be terminated.

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About the Author:
Elaine Landau is a freelance writer, publicist, web site editor, and television writer with more than 15 years of experience in marketing, advertising, and publicity.

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