Interviewing Quick Training
- Ask only questions that are job related and based on the job description.
- Ask Behavioral Based Questions.
- Do not use social media as a reference source to check out an applicants suitability.
- Do not ask questions about: Race/Color, Gender, Religion, Age, Disability, Health, National Origin, Citizenship Status, Genetic Information, other Protected Classes.
**NOTE: "Bona Fide Occupational Qualification (BFOQ) defense is permissible discrimination if legally necessary for employer's particular business." BFOQs are very rare. They must be confirmed by the Human Resources and AA/EO Offices.
(Bennett-Alexander, D., Hartman, L. (2007). Employment Law for Business. New York: McGraw-Hill/Irwin)
What to do:
- When dealing with applicants who may or may not have obvious disabilities:
- Describe the essential duties > and functions of the job.
- Essential job functions and duties should focus on functionality not physicality.
- Ex: Job requires moving a heavy box
- Functionality- using a cart or dolly,
- Physicality- bending, lifting, carrying, etc.
- Then ask (of all applicants) "Can you perform these duties with or without reasonable accommodation if necessary?"
You may request:
- A demonstration of how the applicant would perform the job task. (If you ask one applicant, you must ask all applicants to do the same demonstration.)
- Information to know whether the individual may need reasonable accommodation for the interview process and/or on the job.
- To determine if accommodation is reasonable, contact HR.
- If someone “spills the beans" of a disability during the interview or is obviously disabled:
- Discuss only the essential functions and how the candidate could do them if hired.
- You can only require medical examinations or drug tests if it is job related and after the job offer has been made.
- You can ask about:
- previous employment
- behavior-based questions (click for examples of behavior-based questions)
- Do you have to tell the person why they didn't get the job?
- Best practice: Explain why the successful candidate was hired.
- Can you ask about a gap in the resume?
- Yes, but it can be dangerous if it is due to health or disability. See above for instructions on dealing with that information.