These days, employers have plenty of choices when it comes to selecting the best person for a job. Because of the unsteady economy, more people are hard-pressed for work, which drives up competition for available positions.
Businesses use this competition to their benefit, and why not? Not long ago, job hunters had the advantage, and many professionals capitalized on it by negotiating higher salaries and flexible work schedules. Today, employers have the upper hand. They can increase requirements for a position, lengthen the recruiting processes, and conduct tougher job interviews.
Even in a trouble-free economy, interviews can be grueling. And yet they are as essential to job hunters as they are to organizations. Interviews give you an opportunity to learn about a company, its culture and its expectations. They help you determine if a business will reward you appropriately for your effort, experience and time.
As you interview for jobs in this economy, be ready for a challenge but expect success. Stay optimistic. At the same time, keep your eyes and ears open to what is happening around you. There is a big difference between an interviewer who asks discerning questions and an individual who discriminates against candidates based on factors such as age, sex, race, disability, religion and marital status. It is unlawful for employers to cross that line.
Federal, state and local laws prohibit companies from asking certain types of pre-employment questions, and there are many resources (such as the U.S. Equal Opportunity Commission Web site, www.eeoc.gov) that offer facts about acceptable and unacceptable interviewing practices.
In general, companies don’t have to hire the person with the most favorable credentials — or even the candidate with the finest experience. However, they must rely on job-related information when making staffing decisions.
Here is an example. The question, “Do you have any disabilities?” is considered unlawful, but an employer may inquire about your capacity to perform job functions or request that you describe (or demonstrate) precisely how you would accomplish specific tasks.
Here are a few additional queries to look out for:
Marital or parental status. It is unlawful for a business to request details about your civil status (married, divorced, single or widowed), number of children, or plans to have children in the future. Instead, employers may raise questions about goals, scheduling conflicts or responsibilities that could limit your ability to meet the requirements of the position.
Nationality. Inquiries about race, ethnicity, nationality or place of birth are unsuitable for job interviews. As an alternative, an employer may request proof of your eligibility to work in the United States or ask about your English or foreign language proficiency if it’s necessary for a particular job.
Financial Circumstances. Employers may not solicit data pertaining to your financial status, including home or car ownership (unless owning a car is a prerequisite for the job).
Age. With very few exceptions (such as occasional law enforcement roles), it is improper to pose any question that is designed to pinpoint your age.
Similarly, invitations to discuss sexual orientation, religion and union affiliation are prohibited. Again, check out the EEOC Web site at www.eeoc.gov for more details.
Send your job search questions to Eve.GetAJob@gmail.com.
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