| Both actual job employment interviews | | | | have even asked such personal questions |
| and the whole interview process can be | | | | to a woman as "Do you plan to get |
| both an intimidating and frustrating | | | | pregnant?" Again the same rules apply. |
| affair. First the initial interview, | | | | Similarly it is against hiring and |
| then a second interview, if you are | | | | employment legislation to discriminate |
| lucky enough to be called back. The | | | | against an employee on the basis of |
| second interview can be an group of | | | | race, religion and country of origin. |
| people from within the organization, the | | | | This may include such innocuous side |
| same interviewer as the first time , or | | | | questions to reveal this information as |
| another trusted senior member or the | | | | "Where were you born" or "What is your |
| firm either from that location or : | | | | native language?" Remember that first |
| "head office". Lastly is the third and | | | | and foremost you are there to get the |
| more senior interview. If you get to the | | | | job, not be interrogated. If you are an |
| third interview step - that is a good | | | | American citizen you are first a |
| sign that the firm is seriously | | | | foremost an American. It does not matter |
| interested in you or your talents. | | | | where you were born. If you are a |
| The dilemma with the job interview | | | | temporary resident or in the process of |
| process is always the same. You want the | | | | applying for American citizenship all |
| job - that is why you are there. It's | | | | that matters in the end is if you have |
| not for your health as they say. If you | | | | documentation that authorizes you to |
| do not answer questions in either the | | | | work I the United Sates. Interestingly |
| way the answer is wished or required you | | | | some interviewers may make personal |
| may not get the job. The question always | | | | comments on religious holidays and |
| is "Do you play the game" or "Do you | | | | observances to watch your reaction. |
| tell the truth". It is a tough call. | | | | Your reaction to such a test may well be |
| On top of that there are a number of | | | | that this is not a wise place or |
| questions that employers may ask that if | | | | environment to work in. Better to look |
| not none of their business are certainly | | | | for a job elsewhere down the road or |
| not in good taste and indeed may be | | | | internet connection. |
| illegal. Again it is your choice on how | | | | In the same manner similar questions may |
| to these questions if indeed to answer | | | | be asked about alcohol and tobacco use. |
| them as well. If you are prepared | | | | It must be remembered that both of these |
| yourself, ahead of the interview | | | | products are legal products and are not |
| session, have thought of your personal | | | | illegal. |
| boundaries and potential answers or non | | | | True there may be concerns about the use |
| answers you be in a terribly preferable | | | | of these products on the premises or on |
| situation than otherwise. | | | | the job. However off the job or the |
| You may be asked such personal questions | | | | firm's premises is an entirely different |
| such as - Are you married or single? , | | | | matter. In general no employer can |
| Do you have any children? , Have you | | | | discriminate on hiring on the use of |
| ever been divorced? You can choose to | | | | such legal products offsite and off the |
| answer or not. | | | | job. |
| However be aware that according general | | | | In the end it all comes down to pre-call |
| legislation concerning employment and | | | | planning. Plan your responses to such |
| hiring status, it is not allowed to | | | | questions and queries. Know your |
| discriminate on hiring and employment on | | | | personal boundaries. Anticipate in your |
| the basis of marital status or non | | | | mind how far you will go or not go get |
| marital status. Indeed some employers | | | | that job. |