Don’t use the interview to make the hiring decision. Use the interview to collect the evidence needed to make the hiring decision.
Human Resources and Illegal Interview Question.
Job seekers may think they’re the only ones sweating the job interview – afraid they’ll say the wrong thing or answer inappropriately – but hiring managers are under just as much pressure. When it comes to drawing the line between what is and isn’t appropriate to ask a job candidate, the parameters aren’t always clear.
It’s important for both interviewer and interviewee to understand what employers do and don’t have a legal right to ask in a job interview – for both parties’ protection.
Interview Questions That Aren’t Okay to Ask
The following questions are illegal for hiring managers to ask; yet, when asked if they knew if these questions were illegal, at least one third of employers indicated they didn’t know: many of these questions used in Middle East, Saudi and some Asian countries. But also in USA, UK, France ,Canada and so many other countries. Less in the Scandinavians countries.
– What is your religious affiliation?
– Are you pregnant?
– What is your political affiliation?
– What is your race, color or ethnicity? On applications form before they see you. This point used allot in Saudi Arabia and the gulf states when they hire you.
– How old are you? Most Middle East will not hire expat over 55 years old !
– Are you disabled? What disease you have and what medications are you taken.
– Are you married?
– Do you have children or plan to?
– Are you in debt? Or decelerated bankruptcy!
– Do you social drink or smoke?
Often the legality of the question is in how the interviewer asks it. For example, a number of hiring managers didn’t know the legality of asking the following:
– When do you plan to retire? Asking candidates what their long-term goals are is okay, but asking when they plan to retire is off the table.
– Where do you live? Asking candidates where they live could be interpreted as a way to discriminate based on their location and is therefore illegal. Asking them if they are willing to relocate, however, is okay.
– What was the nature of your military discharge? Asking why a military veteran was discharged is illegal; however asking what type of education, training or work experience received while in the military is not.
– Are you a U.S. citizen? While it’s okay to ask if a candidate is legally eligible for employment in the U.S., it’s not okay to ask about citizenship or national origin.
Unusual Interview Questions (That Are Okay to Ask)
Managers look for your personal characteristics, adaptability and flexibility, attitude , exceptional ability, motivations ,punctuality, your sick record without telling you, then the look for your skills and education and what you can bring to the company.
Some interview questions seem inappropriate because they are, as noted above. Others, however, seem inappropriate because they are unfamiliar. But though the following interview questions may have one wondering, “What does this have to do with the job?” there is a method to hiring managers’ perceived madness. Below are some of the most unusual – but still legal – interview questions hiring managers say they have asked job candidates, and what these questions really assess:
“How would you wrangle a herd of cats?” A hiring manager might ask a question like this to gain insight into a candidate’s ability to organize, lead and motivate others.
“Do you believe in life on other planets?” A question like this might be asked to see if a candidate has an attitude that anything is possible.
“What superpower would you like to have?” How candidates answer this question can provide insight into how they view their own strengths and weaknesses.
“If you were stranded on an island, which two items would you like to have with you?” Answers to this question could indicate a candidate’s ability to weather a tough situation with limited resources.
“If you did not have to work, what would you do?” This question provides a peek into a candidate’s values and interests outside of work, which can help assess for cultural fit.
“If you were trapped in a blender, what would you do to get out?” This question might assess a candidate’s creativity, ability to think on his or her feet and problem-solving skills.
Some employer ask you ; if you are a fruit? what you would like to be, if you are a vegetable what u like to be, etc. This to show them how firm are you, how mushy ,adaptable, colorful, sweet, sour etc.
So be careful how to answer and think ahead, what they want you to say always be step ahead.
Some they ask you if you were an animal what you like to be? To show how aggressive and how friendly you are , are you strong in character or a dreamer etc. HR will ask your previous work HR department without your consent , may managers dont even talk to you but they call the previous managers and supervisors without talking to you and they dont tell you they did it so you can’t sue them.
Some of the question they ask
- What would you say is his / her strongest attributes?
- How would you describe his / her interpersonal skills?
- What would you say motivated him / her the most
- Would you rehire or recommend him / her ?
- What you think of him / her , he/she applied to work with us?
- Why he/she left your company?
- Make sure to find out , record everything and dont burn the bridges when you leave . There will be always those who hate you, jealous of you and your skills who give reference to your new work manager without your consent .You can sue them as long as you document them on email, facebook, record phone record etc .
And many ask what color you like this to show them how calm are you, are you hyper, energetic, etc.
So know your rights and record all the meetings and make sure they don’t ask you and discriminating questions, and if they do you and you don’t get the job you can sue them with your record in hand.
Steve Ramsey, PhD. Calgary – Alberta