5 Interview Questions You Must Avoid
I am not a lawyer. I am a writer and corporate recruiter.
It is illegal for an employer to base a hiring decision on race, color, religion, sex, or national origin. An employer can’t ask whether a person is a citizen. However, employers must verify that all employees are eligible to work in the United States.
If you are interviewing for a job and the employer asks you a question about one of those factors, you may find yourself in an awkward spot. You can always ask the interviewer what the question has to do with the qualifications of the job. You may also ask yourself whether you want to work for a company that would ask you any of those questions.
The U.S. Equal Employment Opportunity Commission is the federal agency that oversees employment discrimination. (1)
“The U.S. Equal Employment Opportunity Commission (EEOC) is responsible for enforcing federal laws that make it illegal to discriminate against a job applicant or an employee because of the person’s race, color, religion, sex (including pregnancy), national origin, age (40 or older), disability or genetic information. It is also illegal to discriminate against a person because the person complained about discrimination, filed a charge of discrimination, or participated in an employment discrimination investigation or lawsuit.”
The guidelines from The U.S. Equal Employment Opportunity Commission specifically lists the laws pertaining to the factors that are illegal requirements for consideration for employment. (2)
- “Title VII of the Civil Rights Act of 1964 (Title VII), which prohibits employment discrimination based on race, color, religion, sex, or national origin;
- The Equal Pay Act of 1963 (EPA), which protects men and women who perform substantially equal work in the same establishment from sex-based wage discrimination;
- The Age Discrimination in Employment Act of 1967 (ADEA), which protects individuals who are 40 years of age or older;
- Title I and Title V of the Americans with Disabilities Act of 1990, as amended (ADA), which prohibit employment discrimination against qualified individuals with disabilities in the private sector, and in state and local governments;
- Sections 501 and 505 of the Rehabilitation Act of 1973, which prohibit discrimination against qualified individuals with disabilities who work in the federal government;
- Title II of the Genetic Information Nondiscrimination Act of 2008 (GINA), which prohibits employment discrimination based on genetic information about an applicant, employee, or former employee; and
- The Civil Rights Act of 1991, which, among other things, provides monetary damages in cases of intentional employment discrimination.”
However, the United States Citizenship and Immigration Services (USCIS) requires that all employers verify their employees’ legal status to work in the United States. The specific method of verification comes from the requirement of all employers to complete the following form for all of its employees. (3)
“Form I-9 is used for verifying the identity and employment authorization of individuals hired for employment in the United States. All U.S. employers must ensure proper completion of Form I-9 for each individual they hire for employment in the United States. This includes citizens and noncitizens. Both employees and employers (or authorized representatives of the employer) must complete the form. On the form, an employee must attest to his or her employment authorization. The employee must also present his or her employer with acceptable documents evidencing identity and employment authorization. The employer must examine the employment eligibility and identity document(s) an employee presents to determine whether the document(s) reasonably appear to be genuine and to relate to the employee and record the document information on the Form I-9. The list of acceptable documents can be found on the last page of the form. Employers must retain Form I-9 for a designated period and make it available for inspection by authorized government officers. NOTE: State agencies may use Form I-9. Also, some agricultural recruiters and referrers for a fee may be required to use Form I-9.”
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12 Steps to Career Promotions
Get things done. I have my goal in sight. I am doing my job based on my vision. I can see the finished product. I can see what belongs in the work and what does not belong in the finished product. I can get things done. The phrase “[He] gets things done” is the description that appeared on “Mashable” as a description of Sundar Pichai as he assumed the role as the new CEO of Google. Use the correct tools. If I am fixing a leaky faucet, I need wrenches and screwdrivers. If I am building a deck, I need a hammer and a saw. Work with the correct people. To build a website, I contact a website developer. To create images for my website, I contact a graphic designer. I work with the correct people. Help people understand how to help you. The best way to help people know what to do is let them know the goal of the project. Then when they are doing their part, they can know how to make the piece they make fit into the project. Set priorities. If I am building a house, the first priority is to clear the land. The last priority is to hang the finished cabinets and fixtures. Set the deadlines. If my clients need my work to fit into their larger project, I can set my deadline to get my work to them before they need it. They are happier. I
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Managing the Experts
I was a junior Navy officer. In my first role in the Navy, I managed the education department of a major command. In my second role, I managed the media department of a major command. I had no experience in either department. In both cases, I managed specialists who knew more about their specialties than I knew.
I directed the people on setting priorities and meeting goals. I evaluated performance compared to the jobs that each department had to do. I managed my relationship with these people by discussing their results. I helped them with support when they needed my support.
In this excellent Harvard Business Review article, author Wanda T. Wallace and David Creelman discuss “Leading People When They Know More than You Do”. The article has suggestions I could have used when I was managing the experts.
Army Awards $6.7 Billion Joint Light Tactical Vehicle Contract to Oshkosh Corporation
“OSHKOSH, Wis.–(BUSINESS WIRE)– The U.S. Army Tank-automotive and Armaments Command (TACOM) Life Cycle Management Command (LCMC) has awarded Oshkosh Defense, LLC, an Oshkosh Corporation (NYSE: OSK) company, a $6.7 billion firm fixed price production contract to manufacture the Joint Light Tactical Vehicle (JLTV). The JLTV program fills a critical capability gap for the U.S. Army and Marine Corps by replacing a large portion of the legacy HMMWV fleet with a light tactical vehicle with far superior protection and off-road mobility. During the contract, which includes both Low Rate Initial Production (LRIP) and Full Rate Production (FRP), Oshkosh expects to deliver approximately 17,000 vehicles and sustainment services. Source: Oshkosh Corporation – U.S. Army Awards $6.7 Billion Joint Light Tactical Vehicle Contract to Oshkosh Corporation“
Promotional Video of the Oshkosh JLTV
Standard YouTube License; Image: Screen Capture
PredictSpring – Revolutionizing Mobile Commerce: What this platform does is transform the mobile phone into a competitive e-commerce (or m-commerce) device with a “buy button” right on the screen.
“The PredictSpring platform includes dozens of plug-ins to connect to virtually any e-commerce system, payment gateway, inventory system, CRM or loyalty system and product catalog, Once connected you can enable “Buy buttons” on social media apps or configure your visually rich and powerful mobile apps. The PredictSpring platform is fully customizable using Content Management System (CMS) to meet each brands unique needs. The native app you create can feature ApplePay, Geofence notifications, barcode scanning, type ahead search or any of our over 30 fully native modules. Alternatively, use our SDK to accelerate your custom app building with these same native modules. The PredictSpring Commerce Gateway provides unified API to make product content ‘shoppable’ through “Buy buttons” on social media or publisher apps.” Source: PredictSpring – Revolutionizing Mobile Commerce
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