Pro Tip: Custodial jobs can be “sensitive” because they allow access to a facility. Availability questions aren’t illegal interview questions according to the EEOC. That said, they can be illegal questions if they could be used to discriminate. Can you work weekends?
When an employer asks inappropriate interview questions, take the following steps: Decide whether you want to answer. You don’t have to answer illegal employment questions. Know that the employer can’t retaliate if you lie to answer illegal job application questions.
The job is conditional on passing a medical exam. (If all other applicants take the same exam). Employers can ask about your address, but they have to be careful. If they uncover your finances or family situation, these are illegal interview questions: Do you rent or own your home?
Illegal job interview questions solicit information from job candidates that could be used to discriminate against them. Asking questions about a candidate's age, race, religion, or gender could open a company up to a discrimination lawsuit.
Yes, you may be able to sue for illegal job interview questions if you are denied a job. State and federal laws prohibit discriminating against job candidates because of race, sex (including sexual orientation and gender identity), religion, age, pregnancy, marital status, and disability.
If you are asked an illegal interview question or the questions begin to follow an illegal trend, you always have the option to end the interview or refuse to answer the question. It may be uncomfortable to do, but you need to be comfortable working at the company.
Illegal Interview QuestionsAge or genetic information.Birthplace, country of origin or citizenship.Disability.Gender, sex or sexual orientation.Marital status, family, or pregnancy.Race, color, or ethnicity.Religion.
While it's not necessarily unethical to become informed of interview questions, it is not advantageous and actually can be a detriment to the interviewee. Some interviewers frown upon sharing interview questions and see it as cheating and unethical because principles like fairness and truthfulness are compromised.
Call, email, or ask to speak with someone from the HR department and address the issue. Make a formal complaint. You can contact your local U.S. Equal Employment Opportunity Commission (EEOC) office and report the incident. If you choose to file through the state, do so as quickly as possible.
How to answer ethical dilemma interview questionsThink of an experience and how you handled it. ... Relate your actions to the company's values or mission. ... Prioritize the company's needs and interests. ... Emphasize acting with integrity. ... Apply the STAR response technique.
5 Illegal Interview Questions You Should Never Answer (and What to Do When Facing Them)"Where are you from originally?" ... "Do you go to church?" ... "When did you graduate from high school (or college)?" ... "Are you married?" ... "How would you handle managing a team of all men?"
The Equal Employment Opportunity Act (EEOA) prohibits you from asking questions that might lead to discrimination or the appearance of discrimination....Bottom line: you cannot ask questions that in any way relate to a candidate's:Age.Race.Ethnicity.Color.Gender.Sex.Sexual orientation or gender identity.Country of origin.More items...
Questions regarding marital status, pregnancy, future child bearing plans, ability to reproduce and number of age and children. Questions concerning spouse, or spouse's employment, salary, arrangements, or dependents.
Questions you should avoid asking in an interview. Illegal job interview questions solicit information from job candidates that could be used to discriminate against them. Asking questions about a candidate's age, race, religion, or gender could open a company up to a discrimination lawsuit.
Public advertisements such as these attract candidates and even though they are well aware that proxy interviews are unlawful, they still opt for them.
Generally speaking - Yes, it's okay to tell your friends the questions you were asked during an interview. Remember that not all interviewees get asked the same questions, though. And remember that you may not have understood the question, or provided an acceptable answer.
In the United States, it is illegal for an employer to discriminate against a job applicant because of race, color, religion, sex (including gender identity, sexual orientation, and pregnancy), age, national origin, or disability.
5 Illegal Interview Questions You Should Never Answer (and What to Do When Facing Them)"Where are you from originally?" ... "Do you go to church?" ... "When did you graduate from high school (or college)?" ... "Are you married?" ... "How would you handle managing a team of all men?"
If asked an illegal or inappropriate question, you are usually wise to show anger or irritation so the interviewer will know the question was offensive.
What is the most effective way to handle an illegal or inappropriate question during an interview? Refuse to answer the question because it is your legal right to do so. If you find the question harmless and if you want the job, go ahead and answer it.
o Is there any reason you can't start at 7:30 am? o Can you work overtime? o Whether an applicant can meet specified work schedules or has activities or commitments that may prevent him or her from meeting attendance requirements. o After hiring, asking for dependent information on tax and insurance forms.
Avoid 3 common pitfalls of considering criminal records when hiring . If it’s important to the position, you can ask if an applicant has ever been convicted of a crime during the interview.. But don’t ask about a criminal record on the application.. Asking for criminal history can give the impression that the applicant may lose the job before the company has a full picture of them.
Before a job offer has been made, you can't ask questions about an applicant's disability or questions that are likely to reveal whether an applicant has a disability.This is true even if the disability is obvious. You can ask the applicant to describe or demonstrate how she would perform specific job tasks, but you can't ask about her disability.
Generally, illegal interview questions are any that are barred by law. For example, the Equal Employment Opportunity Commission (EEOC) enforces a variety of policies that cover prohibited employment practices, including certain kinds of inquiries.
Now, a hiring manager can ask about your level of fluency , as long as they approach it in a general sense.
You may ask them why that question is relevant. If it’s a matter of poor phrasing over something nefarious, they can clarify their intentions. If they press forward, you can let them know that you believe that question isn’t legal, if you feel like being bold.
That means the hiring manager shouldn’t ask you this one, as your answer could make them privy to protected information.
Here, the question crosses the line because it touches on religion. It’s asking you to reveal whether you head to church on Sundays, which also gives them clues about your religious affiliation (or, potentially, lack thereof).
While a hiring manager can ask, “Are you legally authorized to work in the United States?” they can’t ask you this. Employers aren’t allowed to discriminate based on a person’s country of origin or race, so asking where someone was born is generally a no-no.
It’s also against the law to discriminate on the basis of pregnancy, current or, potentially, future. That means there’s no reason for a hiring manager to know the answer to this one.
Most HR experts and companies unwillingly ask illegal interview questions as they try to find the best person for a job or know a candidate better. However, ignorance of the law does not protect an employer from lawsuits and other legal troubles if push comes to shove.
One acceptable way to go about disability during the interview is asking the applicants if they could perform the job’s essential responsibilities in the presence of proper accommodation, which you must offer under the law . VIII. Illegal Interview Questions Regarding Household Situation.
The law protects women – see for reference the Pregnancy Discrimination Act (PDA) – from all types of discrimination related to their existing or planned pregnancy. Note that you cannot ask anything about it even when the candidate is visibly pregnant. Here are some questions to avoid:
According to the job description, if you need people that speak foreign languages, you can ask them about their proficiency and communication skills in those languages. If long commuting is an issue, ask candidates if they will be able to make it to work every day at the regular hour with no effort.
A person should be at least 21 years old to work in a bar, while another employee should not be over the mandatory retirement age to drive a bus. However, it would be best if you never asked direct questions related to age. III. Illegal Interview Questions Regarding Gender, Gender Identity, Sexual Orientation.
All organizations have to follow the set of standards issued by the Equal Employment Opportunity Commission (EEOC) to ensure a fair, non-discriminative, legal, and ethical interview process for all candidates. As usual, some states (and even cities) have their own rules regarding the type and content of interview questions.
Employers should never ask some interview questions that, by content or purpose, could reveal information that one can use to discriminate against applicants. Most such illegal interview questions pertain to the following areas: Birthplace, race, citizenship, national origin, ethnicity; Age;
When an employer asks inappropriate interview questions, take the following steps:
Questions about pregnancy, plans for family, children, and child care are illegal job interview questions. Can an employer ask about your family? Nope.
When an employer asks inappropriate interview questions, take the following steps: Decide whether you want to answer. You don’t have to answer illegal employment questions. Know that the employer can’t retaliate if you lie to answer illegal job application questions. (That violates your civil rights.)
Height, weight, citizenship, and similar concerns may count as inappropriate interview questions. It depends why the employer asks and how they use the info.
The US EEOC lays ground rules for illegal questions an employer cannot ask. Generally it comes down to intent. If the question could be a discrimination tool, it’s out. Here are 58 illegal questions to ask in an interview.
It is illegal to ask a candidate questions about their: Age or genetic information. Birthplace, country of origin or citizenship. Disability. Gender, sex or sexual orientation. Marital status, family, or pregnancy. Race, color, or ethnicity. Religion. There are exceptions.
For most employers, citizenship makes the list of illegal questions to ask in an interview. As long as the applicant’s paperwork is legal, hiring managers aren’t entitled to this info.
Your answers can show how you support a legal team, the knowledge you have about different legal processes and how you may have managed a difficult situation in your previous work history. You can prepare for some in-depth questions by reviewing this list of examples:
You can prepare for an interview process by practicing answering sample questions for the role you're applying for. Here are some example questions and answers to review:
The interview is an important part of nearly any hiring process because it gives hiring managers the chance to learn more about the candidates they're interested in. It also provides candidates the opportunity to share their greatest strengths and showcase why they may be the best fit for the open position. If you're currently a legal assistant ...
Depending on the area of law you work in, you may need to work on a case with a client who's going to court for an alleged act. While it's not likely that a hiring manager expects you to agree with the client's actions, they may expect that you'll still perform your job duties to the best of your abilities.
According to the EEOC, exceptions can be made in cases when information is needed for a “bona fide occupational qualification.” In cases where an employer is worried that a person may not be able to perform the job due to health or disabilities, it is appropriate to ask how they would perform it.
Pre-employment discrimination happens when a potential employer discriminates against a candidate during the hiring process. This discrimination may be based on age, race, religion, sexual orientation, or other factors. This still counts as discrimination, even if an employment relationship has not started.
Employers are not allowed to ask job applicants how old they are, as they may lead to age discrimination.
Asking questions on these topics can result in charges of discrimination, an investigation by the U.S. Equal Employment Opportunity Commission (EEOC), and potentially a lawsuit if the issue cannot be resolved.
Age discrimination only pertains to adults over the age of 40. Exemption for employers with less than 20 full-time employees.
Exemption for employers with less than 15 full-time employees.
Illegal job interview questions solicit information from job candidates that could be used to discriminate against them. Asking questions about a candidate's age, race, religion, or gender could open a company up to a discrimination lawsuit.