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INTERVIEW DO'S AND DONT'S

1. Do not ask questions about the applicant's age, except to determine that he has reached the age of majority.

2. Do not ask questions that will indicate ancestry or national origin. "Where were you born" is an obvious problem. A more subtle improper question is: "Rodriguez! That's Spanish, isn't it?" If the job does not call for knowledge of a foreign language, do not ask what foreign languages he speaks.

3. Do not ask questions concerning physical characteristics. Questions about height or weight should not be asked. Moreover, statements commenting on an applicant's attractiveness could lead to later charges of sexual harassment.

4. Do not ask questions designed to find out marital status. Do not ask a woman's "maiden name." At most, ask everyone interviewed, including a man, if he was ever known by another name.

5. Do not point out to a woman that "this is a man's job' or that "you'll feel uncomfortable in that position." You should describe the work and ask whether she feels she could do it. Of course, the same rules apply when a man seeks a job normally performed by women.

6. Do not ask generally about health and physical condition. Ask instead if he has any handicaps that would interfere with job performance. If health is a bona fide consideration, require a physical.

7. Do not ask the applicant where he goes to church. You can, however, ask if there are any reasons he cannot work Saturdays (if Saturday work is required).

8. Questions about financial status should be avoided. Obvious examples are: "Ever had your salary garnished? Do you own your own home? Do you own a car? Where do you live?" You can, however, ask whether the applicant anticipates any problems getting to work.

9. Questions about criminal convictions are permis sible; questions about arrest are not.

10. Do not ask questions about his family, such as how many children does he have. It is better to say to the applicant: "Tell me a little about your self."

11. Do not ask the applicant how he feels about unions or whether he has belonged to one. If you have a union, by all means tell the applicant of any union shop rules. If you are nonunion, you may tell the employee of that fact as well.

12. In most states, do not ask if he is willing to take a lie detector or polygraph test.

13. If questions about military service are asked, do not ask whether the discharge was honorable.

14. Do not ask the applicant what clubs and organiza tions he belongs to.

15. Ask only those questions that will tell you whether the applicant is qualified. Proper areas of inquiry include:


(1) prior experience.

(2) education (but only if a bona fide requirement).

(3) career goals.

(4) why he left his prior job.