Thursday, July 26, 2012

Seven Questions Employment Agencies Should Never Ask During A Selection Interview

Although anti-discrimination laws differ from state to state, there are just some questions, which are prejudicial in its tone when asked by employment agencies during the employment selection process. Being discriminatory, it is therefore, important to refrain from asking these kinds of questions.

1. Avoid questions about race and ethnic background.

                    People all across the globe are now vigilant about cultural minority and labor rights. Unless you want to find cause-oriented groups picketing outside your employment agency, refrain from tackling extensively and prejudicially the applicant's color and race.

2. Refrain from asking questions related to the applicant's place of birth.

                    Unless the information you will get out of the applicant relates to the job he is applying, avoid asking the question. What good will it does you and your employment agency if you know the applicant's place of birth?

3. Never highlight questions about religion or spiritual practices.

                    History will tell us that there were many people who lived and died for their religious beliefs. Would you want a part of the statistics? Employment agencies interview the applicants as courteous and professional as possible.

4. Never ever ask about a person's sexual experience.

                    Never talk about a person's sexual experiences, especially in an office setting. Not only will you find cause-oriented groups rallying outside you; you will most probably get a crisp slap on the face if you ask that question.

5. Never ask about contact persons in case of emergency.

                     Do not ask whom should you contact for when an emergency happens to the applicant. Not only will you hint on the applicant that he is at risk while employed with you, but you also shows that you might dispatch him when you are not satisfied with his job performance. What would you do with that information in the first place?

6. Get rid of that usual "what are your hobbies?" question.

                      Stay away from questions related to the applicant's hobbies. What good does it do you if you happen to find out that the male applicant you are interviewing enjoys cross-stitching during his spare time? Believe me, you will only judge the applicant based on the information you will get. So keep your question and judgment to yourself.

7. Just ask relevant questions.

                        Avoid asking any information you are really not going to use to find the applicant's ability to handle the job. Remember that the interview is to find people suited for the job. This is the main job of employment agencies. The questions should therefore probe around the applicant's credentials for the job. Simply put nothing more and nothing less.

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