HR Mod 2 Cont.
Jill Fay
Created on October 24, 2024
More creations to inspire you
ANCIENT EGYPT
Learning unit
MONSTERS COMIC "SHARING IS CARING"
Learning unit
PARTS OF THE ANIMAL CELL
Learning unit
PARTS OF A PROKARYOTIC CELL
Learning unit
PARTS OF THE PLANT CELL
Learning unit
Transcript
Effective Interviewing
Start
Module 2 Continued
Criminal History +
Disabilities or Health-Related Matters +
Competency Questions +
Module 2
What Not to Ask
Citizenship and National Origin +
Age Discrimination +
Credential Verification +
Pregnancy Discrimination Act
Standards of Dress and Personal Appearance +
Professional Organizations +
Military Service +
Non-Job-Related Questions +
Resources
Facts About Pregnancy Discrimination
01
02
03
04
05
Job Applicants and the ADA
Age Discrimination
Military Service
AgriLife Recruiting and Selection Resources
Knowledge Check 2
Module 2
Please complete the short knowledge check below to continue.
Competency Questions
It's appropriate to ask about an applicant's work style but not their personal life. Focus on characteristics like leadership, teamwork, or conflict resolution. Use open-ended, job-related questions, such as "How have you handled dissatisfied customers?" Avoid questions like "Tell me about yourself" that may lead to personal details.
Pregnancy Discriminiation Act
You are prohibited from asking about pregnancy-related issues, whether applicants have children, and the number and ages of their children. If they volunteer family-related information, do not record it in your interview notes. For additional information on the Pregnancy Discrimination Act, which amended Title VII of the Civil Rights Act of 1964, visit the Facts About Pregnancy Discrimination page.
Disabilities or Health-Related Matters
The ADA prohibits discrimination against individuals with disabilities, including physical, mental, or diseases like AIDS. Before an interview, provide assistance if needed. During the interview, avoid discussing disabilities, but ask about job-related abilities. After a conditional offer, disability-related questions and accommodations can be addressed, as long as this is done consistently for all candidates in that role.For additional information on persons with disabilities, read the EEOC article, Job Applicants and the American Disabilities Act.
Age Discrimination
It's inappropriate to ask questions that could be age-related. If they volunteer this information, you should not record it in your interview notes or speculate how long they will work for you because of their age. For additional information, see the EEOC web site on Age Discrimination.
Standards of Dress and Personal Appearance
Discussing standards of appearance or dress that relate to the job, such as uniforms or health and safety requirements, is permissible. However, discussions of non-job-related appearance issues are inappropriate. If you are not sure of the restrictions about certain physical appearances (e.g., piercings and tattoos), contact your HR office. Additionally, since non-job-related appearance factors should not be considered, you should not take notes about or leave any record of a candidate's appearance.
Criminal History
It's inappropriate to ask about an applicant's criminal history during an interview. A&M System Regulation 33.99.14 requires all job offers to be contingent on a criminal history check. If an applicant shares criminal history before the interview, contact HR for guidance on what job-related questions can be asked.
Professional Organizations
It's appropriate to ask about relevant professional memberships, like IEEE for engineering roles. However, avoid asking about non-job-related memberships (e.g., religious, political). If volunteered, don't record it in your notes.
Citizenship and National Origin
It's inappropriate to ask applicants about their citizenship or national origin. Title VII of the Civil Rights Act of 1964 prohibits discrimination based on national origin. You may, however, ask applicants if they are able to legally work in the United States.
- What clubs or organizations do you belong to?
- Have you ever filed a worker's compensation claim?
- What disabilities do you have?
- Do you have AIDS, or are you HIV-positive?
- What is your spirit animal?
- If you were a tree, what kind of tree would you be and why?
- What do you think of garden gnomes?
- If you had a choice between two superpowers, being invisible or flying, which would you choose?
Examples of What Not to Ask
- Are you a U.S. citizen? Were you born here?
- Where are you from?
- What is your ethnic heritage?
- What is that accent you have?
- How old are you?
- When were you born?
- Are you married?
- Do you have any children? What are your childcare arrangements?
- When did you graduate from high school?
- What church do you go to?
Credential Verification
It's legal to ask applicants to verify job requirements like education, certifications, or licenses. While these are typically covered in the application, if discussed in the interview, avoid questions that may reveal personal details, like asking when they graduated, which could imply age.
Military Service
Military service can be discussed if relevant to the job. It's appropriate to ask applicants about their military experience and positions held, but avoid questions about discharge type, personal views on military issues, or unrelated service aspects. For more on hiring veterans, refer to the Importance of Hiring Veterans.