Company reviews. Find salaries. Upload your resume. Sign in. It's a chance to learn more. Asking questions shows your interest.
It supports a memorable final impression. The preparation process. How many questions should you prepare? Research the company. Image description Questions to ask in an interview: 1. Types of questions to ask. About the job. What does a typical day look like for a person in this position? What are your short- and long-term goals for a new hire with this job title? Employers cannot ask if English is a candidate's first language either. If it's relevant to a position, you can ask what other languages a candidate might be able to read, speak or write fluently.
More than just that, you cannot ask if you rent or own your home, who you live with or how you know the people you live with. You can, however, ask how long a candidate has lived at their current address. Another seemingly innocuous question might be "What is your maiden name? Instead, you can ask, "Have you ever worked under another name? The purpose of such a question might be to find out if they have a reputation, published works or accolades under another name that you might have heard of previously — not to find out if they are or were married.
Another seemingly innocent question is "How old are you? If you do have a minimum age requirement and want to be sure your candidate is eligible, Nunemacher says you can ask, "Are you over the age of 18? For instance, if you're hiring a bartender or waiter who will be serving alcohol, 37 states and Washington D. Three other states require a person to be more than 21 years old and one state has an age requirement of Another question that can get you as an employer into trouble is "Do you have children," or, "Do you plan to have a family?
It's illegal either way. Pregnancy is considered eligible for disability pay, which is another reason you can't ask about a candidate's status. But other disabilities are just as protected.
For instance, you cannot ask, "Have you ever filed a workers compensation claim? Many positions may have lifting or other physical ability requirements. While you need to know the candidate is capable of performing the requirements, you cannot ask, "How is your health? You are not allowed to ask about their height, weight or any details regarding any physical or mental limitations.
Something that might not occur to everyone; you can't ask if a candidate drinks socially or has ever used illegal drugs. If a person is a recovering alcoholic or other type of addict, for instance, their treatment would be protected under the Americans with Disabilities Act of Some of these questions delve into whether a job candidate can meet the requirements for the position, according to Weisenfeld, who specializes in recruiting and hiring topics, including pre-employment screening, interviewing and selection.
According to another LinkedIn article , there are more such questions. The bottom line is: When interviewing job candidates, employers should stay focused on the job being interviewed for and determine if candidates meet the criteria for that position. Anything beyond that could be venturing into unwelcome and potentially litigious territory. You may be trying to access this site from a secured browser on the server. Please enable scripts and reload this page.
By Dawn Onley. Reuse Permissions. Image Caption. To ask or not to ask? That is the question. Some examples of taboo topics include: Alcohol consumption. High school graduation date. Other troublesome questions, according to Vethan and David Weisenfeld, a legal editor with XpertHR, include: "We are hiring because our business is about to become very busy. Explore related topics. Finding the job for you. Applying for jobs. Cover letters. First job.
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