Handling illegal interview questions

Handling illegal interview questions
12/16/2002 

Terra Dourlain — There are several questions that employers may not legally ask applicants. Federal law attempts to ensure that candidates are hired on job qualifications and not by prejudicial criteria.https://s-static.ak.facebook.com/connect/xd_arbiter/NM7BtzAR8RM.js?version=41#channel=fd57fbd9bc75f8&origin=https%3A%2F%2Fwww.collegecentral.com

Questions structured to obtain information on race, gender, religion, marital status, age, physical and/or mental status, ethnic background, country of origin, sexual preference, or any other discriminatory factor are generally illegal as grounds for making employment decisions. With few exceptions, these factors contribute nothing to your ability to perform a job, and an employer must substantiate those cases where a direct relationship is thought to exist. Anything that is not a bona fide occupational qualification may not be covered directly, although the interviewer may seek the information indirectly.

So, how do you handle an illegal interview question? First it is important to assess the intentions of the interviewer. Most illegal interview questions are asked in true innocence — or, better stated, in true ignorance: ignorance of the law, ignorance of what questions are proper, and ignorance of how the information could be used by others in a discriminatory way.

Ironically, most illegal questions are asked when the untrained interviewer is trying to be friendly and asks a seemingly innocent question about your personal life or family background. Therefore, any attempt by the candidate to assert his or her constitutional rights will merely throw up the defense shields and put an end to any future consideration for employment. Warning lights go on, sirens sound, and the interviewer begins backing down from what otherwise may have been a very encouraging position.

So what is the proper response? Any response depends on the particular situation and the personalities and motives of those involved, but overall you have three basic options: (1) answer truthfully if you feel your response will not hurt you, (2) inform the interviewer that the question is illegal and risk offending them and ending your chances for the position, or (3) base your answer on the requirements of the job and your ability to perform it. Here are a few examples of casually asked illegal questions and suggested responses:

Q: Does your family mind the travel required for this position?
A: I am accustomed to significant business travel. In fact, I find being on the road invigorating, and my track record has been very consistent under these conditions.

Q: Are you religious? Will your religion prevent you from working extra hours or on weekends when we have a big project?
A: I suppose everyone is religious in their own way. I do not foresee any circumstances that would interfere with the quality or commitment of my performance.

Q: You have a very unusual last name. What is its origin?
A: It really is a mouthful, isn’t it? I’ve always used my first name and last initial in my business e-mail address, as it is easier.

Q: Are you planning a family in the near future?
A: Currently, I am focused on my career and although having a family is always a possibility, it is not a priority at the moment.

Q: How many more years do you see yourself in the work force (before retiring)?
A: In today’s world people don’t retire like they used to; some can’t. My career and my need to earn an income are priorities that I do not foresee changing in the near future.

How you choose to handle these types of questions depends on the perceived motivation of the interviewer as well as your desire to have the position. However, no matter how badly you want or need a position, always keep in mind that if a company is capable of asking illegal questions before you are an employee, there is a greater potential for mistreatment after you are hired.

Your best bet is to try and keep the interview focused on the qualifications of the position and your qualifications as a candidate. Blatant discrimination does take place. If it does and you are offended, you have the right to end the interview immediately (“I don’t think we’re a good match. Thank you for your time.”) — you never wanted to work there in the first place!

Terra L. Dourlain is the Managing Director of MyReferences.com.

(c) 2002 CareerBuilder.com

Are Women’s Colleges Doomed? What Sweet Briar’s Demise Tells Us

University of St. Francis started as an all female institution of learning.

The University of St. Francis was established in 1920 by the Congregation of the Third Order of St. Francis of Mary Immaculate for the education of its own members.

  • In 1925, under the title Assisi Junior College, its doors opened to women outside the congregation.
  • In the fall term of 1930, a senior college curriculum was established and a new name, the College of St. Francis was adopted.
  • In 1971, the college became coeducational, and the first off-campus degree programs began in fall of 1972.

http://www.npr.org/blogs/ed/2015/03/26/395120853/are-womens-colleges-doomed-what-sweet-briars-demise-tells-us

More Recent Grads Are Quitting Their Current Jobs to Take Another

The number of Americans who are quitting their jobs to take new ones is on the rise, and recent college graduates are among the most aggressive of the bunch, according to a recent article in USA Today. Early in the economic recovery, many recent grads accepted jobs that paid little or didn’t fully tap into their skills, notes Mark Zandi, chief economist at Moody’s Analytics. Now, he says, they’re seeking better matches for themselves. The number of 16- to 24-year-olds leaving one job for another in the third quarter was up 14 percent over the year ago period, compared with a 9.5 percent increase for people between the ages of 25 and 54, notes payroll processor ADP.

Source: USA Today, December 7, 2014.

Optimal Resume: New Resume Writing Software Available to all Students and Alumni!

Optimal Resume allows you to create an effective resume and provides samples, word banks and a variety of templates through a comprehensive, web-based application that helps job seekers create, present, and manage resumes. Each user can create and manage an unlimited number of resumes in their account, and the software includes spell checking, action words, and format assistance

  • Create a resume – View samples, use templates, view, save, and share your resumes
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  • Build Your Portfolio – Upload documents, videos, and projects to share with potential employers
  • Practice Interviewing – Build your own interview, be coached, and record your practice all in the privacy of your own room
  • Create a Career Website – Post your resume, cover letter, portfolio, video resume and more to your very own website. Share your site with employers (All this in LESS than 10 clicks!)

How to Register:

Click create new account

Access Code: optimal1

Once you register, you will have to be approved by the Career Success Center, you will receive an email when this has been completed.

 

https://stfrancis.optimalresume.com/login.php