What+CAN+you+ask+in+an+interview?

The questions they asked are totally illegal. Some of these questions have nothing to do with the job your applying for. YOU CAN NEVER ASK IF YOUR MARRIED, CHILDREN, ETC. This company needs to either have a human resource manager (perhaps that's the job you should tell them they need to advertise for) or outsource their employee search. I'm surprised that you answered the questions.

The key to understanding unlawful inquiries is to ask only questions that will provide information about the person’s ability to do the job, with or without a reasonable accommodation. Also note that inquiries which are unlawful to ask a candidate directly may not be asked as part of a pre-offer reference check.

**Age? Date of Birth?**

Age based inquiries should be avoided because state law prohibits discrimination against persons age 40 and older. An age inquiry may be made to ensure a person is “old enough” to work for the job being filled, or if the job is among the few where age discrimination is permitted such as physically dangerous or hazardous work or driving a school bus. When is your birthday? In what year were you born? In what year did you graduate from college/high school? || Are you over the age of 18? Can you, after employment, provide proof of age?
 * **Example of Illegal Questions** || **Possible Legal Alternatives** ||
 * [[image:http://www.jobinterviewquestions.org/questions/images/punto1.gif]] How old are you?

||

**Marital/ Family Status (often alludes to sexual orientation)**

The purpose of these “family” inquiries is to explore what some employers believe is a common source of absenteeism and tardiness. Typically, these questions are asked only of women making the inquiry clearly unlawful. However, even if such inquiries are made of both men and women, the questions may still be suspect. Such information has been used to discriminate against women because of society’s general presumption that they are the primary care givers. If the employer’s concern is regular work attendance, a better question would be, “Is there anything that would interfere with regular attendance at work?” With whom do you live? How many children do you have? Are you pregnant? Do you expect to become have a family? When? How many children will you have? What are your child care arrangements?
 * **Example of Illegal Questions** || **Possible Legal Alternatives** ||
 * [[image:http://www.jobinterviewquestions.org/questions/images/punto1.gif]] Are you married or do you have a permanent partner?

|| Would you be willing to relocate if necessary? Travel is an important part of the job. Do you have any restrictions on your ability to travel? Do you have responsibilities or commitments that will prevent you from meeting specified work schedules? Do you anticipate any absences from work on a regular basis? If so, please explain the circumstances. || 
 * Personal**

Minimum height and weight requirements are unlawful if they screen out a disproportionate number of women or minorities. Unless the employer can show that a height or weight requirement is essential for job performance, such inquiries should be avoided.

How much do you weigh? (Questions about height and weight are always illegal unless it can be proven that there are minimum requirements to do the job.) || Are you able to lift a 50-pound weight and carry it 100 yards, as that is part of the job?
 * **Example of Illegal Questions** || **Possible Legal Alternatives** ||
 * [[image:http://www.jobinterviewquestions.org/questions/images/punto1.gif]] How tall are you?

||

**Disabilities**

Inquiries about a person’s disability, health or worker’s compensation histories are unlawful if they imply or express a limitation based on disability. Under the federal Americans with Disabilities Act, any inquiry at the pre-employment stage, which would likely require an applicant to disclose a disability, is unlawful. Employers must avoid such inquiries or medical examinations before making a bona fide job offer.

However, an employer may inquire about an applicant’s ability to perform certain job functions and, within certain limits, may conduct tests of all applicants to determine if they can perform essential job functions, with or without an accommodation. Have you had any recent illness or operations? Please complete this medical questionnaire. What was the date of your last physical exam? How's your family's health? When did you lose your eyesight/ leg/ hearing/ etc.?
 * **Example of Illegal Questions** || **Possible Legal Alternatives** ||
 * [[image:http://www.jobinterviewquestions.org/questions/images/punto1.gif]] Do you have any disabilities?

|| Are you able to perform the essential functions of this job with or without reasonable accommodations? (Legal if the interviewer thoroughly described the job.) Will you be able to carry out in a safe manner all job assignments necessary for this position? Are you able to lift a 50-pound weight and carry it 100 yards, as that is part of the job? NB: Medical exams are legal AFTER an offer has been extended; results should be held strictly confidential except for reasons of safety. ||

**National Origin/ Citizenship**

Inquiries about a person’s citizenship or country of birth are unlawful and imply discrimination on the basis of national origin. A lawfully immigrated alien may not be discriminated against on the basis of citizenship. The Immigration Reform and Control Act of 1986 require employers to verify the legal status and right to work of all new hires. Employers should not ask applicants to state their national origin, but should ask if they have a legal right to work in America, and explain that verification of that right must be submitted after the decision to hire has been made. To satisfy verification requirements, employers should ask all new hires for documents establishing both identity and work authorization. What is your native language? What is your country of citizenship? Are you a US citizen? || Do you have any language abilities that would be helpful in doing this job? (Legal if language ability is directly relevant to job performance.) Are you authorized to work in the United States? ||
 * **Example of Illegal Questions** || **Possible Legal Alternatives** ||
 * [[image:http://www.jobinterviewquestions.org/questions/images/punto1.gif]] Where were you/your parents born?

**Arrest Record**

There are laws that prohibits inquiries about past arrest records but permits consideration of a current arrest. If an applicant is under arrest for an offense that is substantially related to the job, an employer may suspend judgment until the case is resolved, advises the applicant to reapply when the charge is resolved, or refuse to employ the applicant. A current employee who is arrested may be suspended if the charge is substantially related to the job.

An employer may not refuse to employ or discharge a person with a conviction record unless the circumstances of the conviction substantially relate to the circumstances of the job. If an inquiry about convictions is made, the employer should add a clarifier, “A conviction will not necessarily disqualify you from employment. It will be considered only as it may relate to the job you are seeking”. Anyone who evaluates conviction record information should be knowledgeable about how such data may be used.
 * **Example of Illegal Questions** || **Possible Legal Alternatives** ||
 * [[image:http://www.jobinterviewquestions.org/questions/images/punto1.gif]] Have you ever been arrested?

|| Have you ever been convicted of crime? (Legal if the crime is reasonably relevant to the job; e.g. embezzlement for a banking job.) || **Military Service**

It is unlawful to discriminate against someone because of membership in the National Guard, a state defense force or another state or Federal Reserve unit. Questions relevant to experience or training received in the military or to determine eligibility for any veteran’s preference required by law are acceptable.
 * **Example of Illegal Questions** || **Possible Legal Alternatives** ||
 * [[image:http://www.jobinterviewquestions.org/questions/images/punto1.gif]] What type of discharge did you receive?

|| In what branch of the Armed Forces did you serve? What type of training or education did you receive in the military? || **Affiliations**

Do you go to church?
 * **Example of Illegal Questions** || **Possible Legal Alternatives** ||
 * [[image:http://www.jobinterviewquestions.org/questions/images/punto1.gif]] What clubs or social organizations do you belong to?

|| List any professional or trade groups or other organizations that you belong to that you consider relevant to your ability to perform this job. || <span style="color: rgb(255, 102, 0); font-family: Verdana, Arial, Helvetica; font-size: 12px;">**Race/Color/Religion**

<span style="color: rgb(0, 0, 0); font-family: Verdana, Arial, Helvetica; font-size: 12px;">This question may discourage an applicant whose religion prohibits Saturday or Sunday work. If a question about weekend work is asked, the employer should indicate that a reasonable effort is made to accommodate religious beliefs or practices. An employ-er not required to make an accommodation if doing so would create an undue hardship on the business.
 * **Example of Illegal Questions** || **Possible Legal Alternatives** ||
 * [[image:http://www.jobinterviewquestions.org/questions/images/punto1.gif]] All questions are illegal. || [[image:http://www.jobinterviewquestions.org/questions/images/punto1.gif]] Are you available for work on saturday and Sunday? ||

<span style="color: rgb(255, 102, 0); font-family: Verdana, Arial, Helvetica; font-size: 12px;">**Credit or Garnishment Record? Charge Accounts? Homeowner?** <span style="color: rgb(0, 0, 0); font-family: Verdana, Arial, Helvetica; font-size: 12px;">Answers to these inquiries are almost always irrelevant to job performance. Because census data indicates minorities, on average, are poorer than whites, consideration of these factors may have a disparate impact on minorities. Therefore, requests of this nature may be unlawful unless clearly required by business necessity.

<span style="color: rgb(255, 102, 0); font-family: Verdana, Arial, Helvetica; font-size: 12px;">**Educational Background?** <span style="color: rgb(0, 0, 0); font-family: Verdana, Arial, Helvetica; font-size: 12px;">While employers may inquire about a person’s education, only clearly job related education should be considered in making the hiring decision. Educational requirements that are not necessary for performance of the job may be unlawful if they adversely impact protected group members. Rather, find a reliable way to determine if applicants have the skills necessary to function successfully in the job.

<span style="color: rgb(255, 102, 0); font-family: Verdana, Arial, Helvetica; font-size: 12px;">**Friends or Relatives working for us?** <span style="color: rgb(0, 0, 0); font-family: Verdana, Arial, Helvetica; font-size: 12px;">This question is not relevant to an applicant’s competence and should be avoided. Since the question implies a preference for friends or relatives, it may be unlawful if the composition of the present work force is such that this preference reduces or eliminates employment opportunity for minorities or women. This question may also reflect a rule that only one partner in a marriage can work for the employer. This tends to have a disproportionate impact on women.

<span style="color: rgb(255, 102, 0); font-family: Verdana, Arial, Helvetica; font-size: 12px;">**Honesty Testing Being Done?** <span style="color: rgb(0, 0, 0); font-family: Verdana, Arial, Helvetica; font-size: 12px;">An applicant may not be required to take a polygraph test and must be informed in writing and orally that the test is voluntary. Hiring decisions may not be based on polygraph test results, without the employer considering other relevant information obtained independently. Employers may use only one permitted type of mechanical device that visually, permanently, and simultaneously records the person’s cardiovascular and respiratory patterns and changes. Questions must relate to a person’s work performance. Display of polygraph protection posters may be required.

<span style="color: rgb(255, 102, 0); font-family: Verdana, Arial, Helvetica; font-size: 12px;">**Language Proficiency?** <span style="color: rgb(0, 0, 0); font-family: Verdana, Arial, Helvetica; font-size: 12px;">Some level of English skill may be necessary for many jobs. But, it is also clear that fluency or absence of an accent is not relevant for a substantial number of jobs. Employers must be careful about requiring English language proficiency and ensure the skill level being sought does not exceed the level required for successful job performance.

<span style="color: rgb(255, 102, 0); font-family: Verdana, Arial, Helvetica; font-size: 12px;">**Lowest Acceptable Salary?** <span style="color: rgb(0, 0, 0); font-family: Verdana, Arial, Helvetica; font-size: 12px;">Women generally hold poorer paying jobs than men and are paid less for the same work. As a result of these practices, a woman might be willing to work for less pay than a man might find acceptable. It is unlawful to pay a woman less than a man for performing the same or substantially similar work.

<span style="color: rgb(255, 102, 0); font-family: Verdana, Arial, Helvetica; font-size: 12px;">**Maiden Name, Spouse's Name? Mr., Mrs., Miss. or Ms.?** <span style="color: rgb(0, 0, 0); font-family: Verdana, Arial, Helvetica; font-size: 12px;">None of these inquiries are relevant to job performance and could be used to discriminate. A woman’s maiden name or spouse’s name may indicate religion or national origin. Having a person check a box for Mr., Mrs. or Miss may be an impermissible inquiry with regard to gender or marital status. An employer may not discriminate against a person because of their status of being married, single, divorced, separated, or widowed.

<span style="color: rgb(255, 102, 0); font-family: Verdana, Arial, Helvetica; font-size: 12px;">**Use or Nonuse of Lawful Products? Do you smoke? Drink Alcohol?** <span style="color: rgb(0, 0, 0); font-family: Verdana, Arial, Helvetica; font-size: 12px;">A person may not be discriminated against for using or not using “lawful products” off the employer’s premises during nonworking hours. The law contains some exceptions, but employers generally should avoid inquiries in this area.

Source: http://www.jobinterviewquestions.org/

** Our Company ** J.​E.​ Fournier is a full service residential Roofing, Chimney, and Basement Waterproofing company.​ We are located in Worcester, Ma and draw a majority of our business from Central Mass especially Worcester’s surrounding towns.​ With a solid foundation and excellent reputation, we have been in business for over 13 years.​ What started as a small chimney repair company flourished into roofing, chimney and eventually basement waterproofing.​ We offer complete chimney rebuilds to chimney sweeping; residential roof repairs to large commercial roof replacement.​ We average $1.​5 million in sales per year, and have done so for the past 3 years.​ In order to surpass this plateau in sales volume, more leads must be generated.​ We are looking for the right person who is up to the challenge to help a well established company break through and shatter this number.​ A marketing manager who will build a lead generating team for a residential exterior remodeling company.​ ** Responsibilities ** Utilize already existing lead generating strategies.​ Continue to develop lead generating strategies.​ This includes, home shows and fairs.​ Also canvassing neighborhoods, direct mailing, etc .​ A majority of the marketing managers job description and responsibilities Will be defined by you.​ Experience in the home improvement industry is preferred as a great deal of responsibility is required for this position.​ You will be asked to draw upon past experience and knowledge to create new ways of developing leads for the company.​ You will need to hire and train a team of like minded individuals who will work under you producing new leads for the company.​ Experience should consist of several years of marketing experience in a supervisory role managing employees if possible.​
 * <span style="font-size: 120%; color: rgb(255, 0, 0);">So I am applying to a million jobs right now (since I am straight out of undergrad. ;) ) and I received a very interesting form to fill out especially after the conversation that we had in class last night. I applied for a Marketing Manager position for a Roofing and Chimney Company. Here is the job description from Monster.com: **
 * The opportunity**
 * <span style="color: rgb(255, 0, 0); font-size: 140%;">So I applied through Monster and received an email on Tuesday asking me to fill out the following form (my answers are included): **

(logo isn't showing up here) -> <span style="position: absolute; z-index: 251657728; left: 271px; margin-left: 24px; margin-top: 18px; width: 184px; height: 52px; top: 813px;"> || ||  || Dear Candidate, Thank you for taking the time to respond to our ad on Monster. In order to find the right person for this job, we are asking you to please answer these questions to the best of your ability and regardless of product. Please email the responses back to us. I am in the processes of building my own website for a company that I would like to start, unfortunately I am very busy with school right now and will not be able to complete it until school has ended. The site is: [|www.narwhalmarketing.com]. I also worked on the redesign of [|www.pipizzabistro.com] when I was managing the restaurant, the website has since been bought by a different company and changed. I was responsible for the interview process at D’Angelos, we found these people through submitted applications, we were hiring for general sandwich shop help, the person I hired was still there when I left. I was also responsible for hiring kitchen help, wait staff, and cleaning help at Pi Pizza Bistro, we found these candidates by placing ads in craigslist.com and the local paper, the people that I hired were still there when I left. I have not fired anyone because the chain of command left that responsibility with the owner at Pi and the General Manager at D’Angelos. I did telemarketing for the UMass Dartmouth Annual Fund which involved a computer dialing system that called UMass Dartmouth Alumni. For the what this telemarketing was looking to accomplish I feel that it was cost effective since we raised a great deal of money for the school. I am not positive what the average amount of calls were in a 4 hour window but since it was a computer dialing there was never time when calls were not being made or in progress. I did B2B face-to-face sales for Verizon business phone lines. The goal was to sell the product on the spot without having a callback. The company that I worked for, BSI, split the territories amongst all the sales people. The number of people contacted varied based on how long you spent in each business making the sale, in an eight hour day I usually saw about 100 businesses. It was cost effective for the business because I was paid solely on commission. I received about 5 applications per day. I have never been a part of a show or fair. I think they can be very effective because a business has the ability to have a personal interaction with a customer instead of just a non-interactive advertisement. It gives the customer the opportunity to see and touch the product and ask questions, it also gives the business the opportunity to close a sale or book a follow-up. Other benefits of shows and fairs are that you have a good idea going into them what your demographic is going to be and also an opportunity to learn more about your customers through conversation and surveys. I have sent out mailer to the SouthCoast region of Massachusetts that were designed by the Center for Marketing Research to advertise a scholarship dinner for UMass Dartmouth. We had the addresses from the Chambers of Commerce. I am not sure how effective they feel it was as the dinner is not until mid-April. I created a Google AdWords campaign for a vintage clothing store in New Bedford. I did this as a part of a class where Google gave $500 to the account to get it off the ground, the project lasted 5 weeks and I felt it was very effective in increasing traffic to the website. The results were straight forward through Google and tracked how many conversions there were and the length of time a person spent on the website. In doing cold calling sales I started with a stock script and then changed it to what I felt worked for me. It worked great and the people I trained used it and made the changes that they needed for their pitch.
 * Website- have you ever worked on one, build a website, helped design one, and if so, what is the site name? **
 * Hire- have you ever had the responsibility of hiring help? How did u find them, position hiring for? Did they work out, for how long? **
 * Termination- Have u ever fired someone? Why? Did they receive warnings? How long were they employed there? How long were you their boss? **
 * Telemarketing out going calls – What was the product? What was the average amount of calls made in a 4 hour window? Hand or computer dialing? Was telemarketing cost affective? What were the results? **
 * Canvassing- Who picked the area & why? Did you Canvas businesses or residential areas? Were you trying to talk to these people or just leaving something behind (card or literature)? Amount of people contacted in a 4 hour window? Were you a part of a team? Was it cost effective? Results? **
 * Shows & fairs- Was there a give away or raffle? Were you booking appointments at the show? Getting information? Selling a product on the spot? Who found the fair or show? Was the fair/show cost affective? Results? **
 * Mailers- Who picked the target area and why? Who designed it? Where did they get the addresses from? Was it cost affective? Results? **
 * Ads- Who wrote the ad? Where was it placed? For how long? Was it cost effective? Results? ** **Tracking- Who tracked the results & how? What were they tracking & why? What did & didn’t you like about it?**
 * Scripts- Have you ever written one? How did it work? Does the company still use it? What was it for and where was it used? **


 * <span style="font-size: 170%; color: rgb(255, 0, 0);">Now the shocking part!!! I received another form this morning and filled it out and sent it back here it is!: **

(again the logo isn't showing up!)


 * About You**

I am presently employed as a Graduate Assistant at the Center for Marketing Research at UMass Dartmouth, I have been there since September 2008 as a Graduate Assistant and also worked there for the Spring 2008 semester as an undergraduate. The position ends when the semester ends so that is why I will be leaving. At the Center for Marketing Research I develop surveys and studies, collect data, analyze the results and create reports. As a Graduate Assistant I receive waivers on the cost of school, scholarships and a yearly stipend of $6,000.
 * Are you presently employed? Doing what? How long? Why do u want leave?**
 * If not, Tell me about your last job. Doing what? How long? Why did u leave?**
 * How much were making when you started & when you left? Dates.**

The best job that I have ever had is my Graduate Assistantship that I am working now. I find the research extremely interesting and like that I do everything from the very beginning of the project to presenting it to the client at the end.
 * Tell me about the best job you ever had. Doing what? How long? Why did you leave?**
 * How much were making when you started & when you left? Dates.**

I like to do many things with art such as painting, composition and photography. I also enjoy music and like to go to concerts. I have been interested in both for as long as I can remember.
 * Hobbies- what are they? How often, how long, why?**

I am not married and do not have children.
 * Married? How long? Children- how many, ages, some of there hobbies?**

I live with my parents right now and am moving into a new place that I will be renting. At my parents house I have helped remodel the house such as taking down a ceiling, running radiant heating, insulating, painting, building a shed, putting up new walls. I also work in the yard raking, planting, cutting back plants, etc. The house is a work in progress. In past apartments I have stripped wallpaper and painted walls and ceilings which have taken about 3 days per room. I have worked with family and friends on projects and also alone.
 * Do you own a home or rent? How long have you lived there? Who do you live with?**
 * Tell me about your last home project you did. E.g. Painted, rake the yard changed a fixture.**
 * Who helped how long did it take ?**

10 Westerly Dr. Bourne, MA 280 Old Westport Rd. North Dartmouth, MA Nelson St. Webster, MA Williams St. Worcester, MA
 * List all your past address for the last 5 years**.

Yes, 2007 Toyota Yaris – Blazing Blue. I got this car because my old one was falling apart. Yes I have payments and no I am not behind.
 * Do you own a vehicle? What make, model, year & color. Why did you buy this vehicle?**
 * Do you have payments? Are you behind on the payments?**

I received a speeding ticket in NH last summer, I had not realized the speed had changed.
 * Tell me about the last driven ticket you received? Why, when & where?**

I do not know my credit score. No
 * What do you believe your credit score is? Explain your score?**
 * Have you ever been convicted of a felony? Explain, age, where & why?**

Graduating from college with my Bachelors degree in Marketing was one of the best moments of my life. This was not only because of what I had accomplished but because I looked up and my 88 year old grandfather was standing there yelling for me. He was diagnosed with prostate and colon cancer 12 years ago so for him to see me at that point in my life was amazing and something I will never forget/take for granted.
 * Tell me about a great moment in your life. Leave out births & marriages.**

<span style="color: rgb(255, 0, 0); font-size: 210%;">**So, if I don't get hired can I sue?**

I thought it was shocking that they asked me some of these questions, especially after our class on Tuesday. I also think it is especially interesting that the first form was asking me really what my qualifications for the job are and that the second form was asking me illegal questions. I feel like (in theory) I would have a huge leg to stand on because of this, doesn't it mean that they chose to not continue with me based on the personal questions? (Sorry for the font size and color here, I couldn't get it to change, maybe someone else can?)