Some people find it impossible to obtain the job they want, regardless of how hard they prepare for an interview. These people are constantly concerned that they will end up in a job that they hate. They may have the requisite abilities and the necessary qualifications, but still they are unsuccessful. People may prepare for years but their destiny is decided within a few minutes. The reason why such people are unable to get a "dream" job is due to their inability to sway the interviewer and convince them that they are the best person for the job. Keep in mind that giving an interview is nothing other than "selling" yourself. There are many job interview questions that can be expected will be asked and as such you should be prepared to answer them all. Take care, however, that your answers do not sound "rehearsed" or too practiced.
Some of the more common job interview questions are:
"Tell me something about yourself." "What are ? your educational qualifications your expectations regarding salary your work experiences etc These questions are very simple and easy to answer, but there are some difficult questions such as the following: "Why were you asked to leave your last employment?" "How will you work with someone who is senior to you in age?" "What would you do if you have to report a friend?" "Cite an incident when you were forced to be firm with a colleague." "What would your feelings be if someone junior to you was promoted?" "Could you work with an arrogant boss?" "How would you clarify complex technical information to a non-technical audience?" "Describe an incident when you failed to deliver." "How would you react if you were asked by your supervisor to do something that compromised your work ethics?" "If you are offered a better position elsewhere, would you leave this job?" "Do you have difficulty working with a group totally comprised of the opposite sex?" etc. Such questions are used for testing the candidate's nerve and quickness of thought.
There are various questions which are illegal. Decisions as to the suitability of a person based their birthplace, disability, race and religion and other aspects that discriminate are totally inappropriate. Some job interview questions are used to assess the candidate's depth of understanding. Questions based on the candidate's educational qualifications, subject knowledge, ability to transfer theoretical knowledge into practical purpose, analytical abilities etc are asked. Sometimes a candidate is presented with some puzzles to solve. Questions related to the candidate's capacity to work well in a team environment are asked. Candidates may be asked to cite such incidents where they took initiative to lead a group. Questions on interpersonal skills may also be asked. A question such as "How do you cope with stress?" is attempting to find out more about a candidate's ability to manage a situation effectively.
Sometimes a candidate may be asked whether they are of the opinion that stress is good or bad. Whilst replying to such questions a candidate should be flexible and answer with honesty.
First Job Interview Questions
Job Seeker discrimination has both legal as well as integrity implications to a company indulging in such behaviour. When posing discriminatory job interview questions to Job Seekers, Recruiters must be aware that, as governed by legislation, Job Seekers are entitled to seek legal counsel and raise disputes as and where they deem this to be necessary. Recruiters are required to familiarise themselves to interview questions they may and may not ask a Job Seeker during a job interview so as to avoid future persecution.
The key during any phase of the recruitment process is for employers and interviewers to keep in mind the purpose of recruitment; finding the ideal Job Seeker to service the vacancies long term requirements. Successful recruitment is not about being the fastest (although time to hire does play its part) but rather to find the most sustainable skills to fill and maintain the job requirement.
Job Seekers are becoming more empowered and in fact are encouraged to protect their recruitment rights. Recruiters and interviewers need to be aware that if pushed a Job Seeker can and will retaliate against prejudices and discrimination. Great care needs to be taken by interviewers when meeting a candidate for the first time. Job Interview questions need to be well thought out and prepared ahead of time and Recruiters need to steer clear of asking discriminatory job interview questions.
Many Recruiters are simply unaware of the consequences of posing discriminatory interview questions to informed Job Seekers. While ignorance may be bliss in some cases, Recruiters must be aware that the company will be held legally liable if found guilty of discrimination.
Recruiters must remember when interviewing a candidate, the purpose of such a meeting is to establish whether or not the candidate will be able to deliver based on the requirements of the job function. Culture and corporate fit is important, however a candidate may not be discriminated against based on any other factor other that whether or not they are able to perform the roles required tasks.
It is true to say that there are interview questions that are unlawful to ask and may not be posed and others that may be asked but must be done so with sensitivity caution and transparency. To follow is a list of job interview questions that may be considered to be discriminatory by Job Seekers. Some simply may never be asked and others may be addressed but with sensitivity the correct wording and delivery.
QUETSION: What is your HIV status?
Unless this is a medical requirement of the specified job function (e.g. contact sportsmen/ women) the answer to such a question will have no impact on the Job Seekers ability to deliver on required task within the given role. Asking a candidates HIV status is discriminatory on a constitutional as well as labour act level.
QUESTION: What Religion do you Practice?
A person's religious belief has no relevancy on their ability to perform within their role. It is our personal choice and right to follow any religion we choose to, whether by birth or by conversion and to which employers are required to respect and accept regardless of their own personal choices.
QUESTION: What is your Sexual Orientation?
Once more, asking personal questions, both discriminatory and non discriminatory that holds no relevancy to a person's ability to perform a specific job function is questionable and considered prejudiced. Enquiring after a candidates sexual orientation is not only irrelevant but completely discriminatory in terms of the labour act as well and the basic constitution. This question will not be tolerated by any person, Job Seeker or not.
QUESTION: What is your Marital Status?
While this question is not illegal, it can be considered to be discriminatory if the Recruiter bases the placement of the Job Seeker on whether they are married or single. Interviewers will often ask such a question as a means to breaking the ice or making general conversation with a candidate. Interviewers must be aware that should the candidate not be placed in a role after being posed such a question, this could very well come back to bite Recruiters if there is any evidence that the candidate did not get the job based on their marital status.
QUESTION: Do you have Children?
As with the above question regarding a candidate's marital status, this is often asked as a form of 'easy conversation' and to get to know the candidate a little better. This too is not an illegal question to ask during a job interview, however, if a candidate has any evidence proving that they were unsuccessful in filling the vacancy based on the outcome of this question, the interviewer may be held liable if not able to prove otherwise.
QUESTION: How Old Are You?
This is a sensitive job interview question to pose in the sense that a candidate may only be refused to opportunity to fill a vacancy based on their experience as opposed to their age. This may be argued by many Recruiters and should be considered on a case by case basis. Provided that equal employment opportunity is being given to each candidate based on the experience, skill and ability to perform a specific job function, fair and just recruitment will naturally follow suit. As with the stereotypical 'young inexperienced secretary' getting the job before the 'middle-aged, experienced secretary', age discrimination applies to those vacancies where 'a mature' person with fewer qualification is placed before the 'younger' more qualified candidate. Age discrimination works both ways but provided the most relevant candidate is placed based on skill, qualification, experience and ability to perform the function, this can be avoided.
QUESTION: Are you South African?
Recruiters always argue that this question is not discriminatory, however the way in which it delivered is. South Africans are all too familiar with the term Xenophobia and the torment caused by such societal prejudices. The mere mention of this phrase or wording indicates why Recruiters should not pose such a question. Yes, a candidate is required to have the necessary work permits and permission to work within a given country, a candidate country of origin plays no part in their success within a given role. Recruiters should not ask from what country they are from, but rather whether they have the necessary work permits in order to be employed by a company within the given country.
Recruiters need to be constantly aware of the questions that they pose to Job Seekers during a job interview. Whether they form part of the battery of structured job interview questions or general conversation, should a Job Seeker feel discriminated against they are equipped with knowledge resources and means to taking action against careless interviewers. The best and in fact only way Recruiters can ensure that disgruntled Job seekers do not retaliate against innocent mistakes is through sound preparation. The better informed and the more prepared a Recruiter is ahead of an interview, the more positive the outcome.
Both Ray James & Camilla Patten are contributors for EditorialToday. The above articles have been edited for relevancy and timeliness. All write-ups, reviews, tips and guides published by EditorialToday.com and its partners or affiliates are for informational purposes only. They should not be used for any legal or any other type of advice. We do not endorse any author, contributor, writer or article posted by our team.
Ray James has sinced written about articles on various topics from Interview Questions, Interview Questions and VOIP. Ace that . Get advice on every aspect of job interviews especially the. Ray James's top article generates over 60500 views. to your Favourites.
Camilla Patten has sinced written about articles on various topics from Advertising Guide, Interest and Anger Control. For comprehensive Recruiter support, advice and services visit South Africa's Job Portal. Camilla Patten's top article generates over 40500 views. to your Favourites.
