Credit unions have plans to hire more employees in 2015, according to CUNA’s 2015-2016 Staff Salary Report, with 35% planning to add to their staff.
Those plans means credit unions need to know what questions can and cannot be asked during job interviews.
“Most interviewers haven’t had formal training on what questions border on improper or are illegal,” says Peter K. Studner, author of “Super Job Search IV: The Complete Manual for Job Seekers & Career Changers.”
As a result, he says, interviewees often volunteer “wrong” answers and too much information.
While no list exists that lists every single illegal or improper question, Studner says there are six that will give employers a good idea of the types of questions to avoid asking during interviews:
1. How old are you? Interviewers cannot a candidate his/her age unless they are trying to determine if that person is a minor. The tendency to ask this question increases if employers are interviewing an older candidate.
2. When did you graduate from college or high school? This is another way employers try to figure out a candidate’s age and, once again, it’s not a legal question.
Candidates who are prepared and know which questions can and can’t be asked will likely answer by emphasizing the years of experience they have, Studner says.
3. How’s your health? While interviewers can ask questions that will help determine whether a candidate can physically perform a job, they are not allowed to ask specific questions about an individual’s health.
4. I noticed that you have a limp. How did that happen? Like health, employers can’t legally ask questions about a person’s disability.
They can, however, ask questions about characteristics that relate to a person’s ability to do a job, such as whether the person can lift 30 pounds, stand on their feet for long periods of time, or talk on the phone frequently.
5. What’s your religion? Do you observe any religious holidays? Questions about a person’s religion are illegal and should not be asked.
6. Do you have a criminal record? During an interview, employers can ask whether a candidate has any criminal convictions. This is especially helpful if the conviction is related to job duties.
However, employers cannot ask about a person’s arrest record. But that doesn’t mean an employer can’t do independent research on candidates.
Research may lead you to websites that include arrest information or jail booking photos.
Prepared candidates will be ready to address the issue during the interview.