Introduction
During the acquisition process, employers who have streamlined the potential applicants for a particular position usually resort to interviews as a means to further screen the candidates. In the current discourse, the objective is to develop a questionnaire that managers would use when interviewing applicants.
Twelve (12) Permissible Questions to be Asked
Permissible questions are questions that are “allowed or permitted by laws or rules” . The following questions are deemed to be permissible:
Have you worked with previous institutions under a different name? If so, what name did you use?
Have you met the minimum age requirement set by law to work as a customer service representative?
Could you provide any document that would validate your accurate age upon hiring?
Can you undertake implementation of the essential functions of the job with or without due accommodation? Is there any reason why you cannot perform customer service functions?
How long have you been residing in the current address stipulated in your resume?
Aside from the contact information that you provided in the application form, how else can you be reached when urgently needed?
What other languages do you speak, read, or write with fluently to facilitate undertaking your job as a customer service representative?
Are you eligible to work legally in the country and remain here for the length of time required of the position?
If hired, can you provide a proof of authorization that you can work in the country and assume the position of a customer service representative?
Would you be willing to relocate or travel, in situations that the position would require?
Would you be willing to work overtime, if and when the job requires?
Have you had past experiences of clients or customers’ filing a legal complaint on you? If so, please explain.
Summary of Illegal Questions that Should Never be asked during the Recruitment Process
There are sets of questions that are deemed to be impermissible or illegal and should never be asked during the recruitment process. As noted, “any inquiry should be avoided that, although not specifically listed herein, is designed to elicit information as to race, color, national origin, citizenship, ancestry, age, sex, religion, disability, marital status, or arrest/court record, unless it is a bona fide occupational qualification (BFOQ)” . Moreover, BFOQ are specifically described as “employment qualifications that employers are allowed to consider while making decisions about hiring and retention of employees” . The BFOQs are emphasized to be questions that are directly related on the applicants’ capacity to perform the required responsibilities of the job .
In sum, illegal questions that should never be asked include those that pry or investigate on the candidates’ descent or ancestry (name), questions about citizenship, whether the applicant rents or owns a home, marital status or even number of dependents. Moreover, illegal or unlawful interview questions also include asking about sexual orientation or personal questions like asking whether the applicant has a boyfriend or girlfriend. Likewise, it is also illegal to ask about a candidate’s disability. In addition, questions about pregnancy or use of birth control methods are deemed to be illegal interview questions. Furthermore, no applicant should be asked about arrests or about his or her religious beliefs and affiliations.
References
Merriam-Webster, Incorporated. (2017). permissible. Retrieved from merriam-webster.com: https://www.merriam-webster.com/dictionary/permissible
Skidmore College. (2016, February 16). Guide to Legal and Illegal Pre-Employment Inquiries. Retrieved from skidmore.edu: https://www.skidmore.edu/hr/documents/Legal-Illegal-Interview-Questions.pdf
US Legal, Inc. (2016). Bona Fide Occupational Qualification Law and Legal Definition. Retrieved from uslegal.com: https://definitions.uslegal.com/b/bona-fide-occupational-qualification/
