Conduct the informational interview

Questions To Ask During An Informational Interview

• What are your main responsibilities as a…?
• What is a typical day (or week) like for you?
• What do you like most about your work?
• What do you like least about your work?
• What kinds of problems do you deal with?
• What kinds of decisions do you make?

15 informational interview questions to create a job search breakthrough….Use the informational interview questions below to show interest.

• Why did you choose this career?
• How did you get into this job?
• What current projects are you working on?
• What’s it like to work at your company?

1. Dress neatly and appropriately, as you would for a job interview.
2. Arrive on time or a few minutes early.
3. Bring your list of questions and take notes if you like.
4. Restate that your objective is to get information and advice, not a job.

Questions You Should Never Ask at an Interview

• Can I Do This Job From Home?
• What Does Your Company Do?
• When Can I Take Time off for Vacation?
• Did I Get the Job?
• What Is the Salary for This Position?
• What Are the Weekly Hours and Do I Work Weekends?
• How Long Would I Have to Wait to Get Promoted?

Actually, easy is bad. If the interviewer doesn’t ask you any challenging or probing questions, you’re likely not being seriously considered for the job. Salary didn’t come up at all – or seems to be an issue. Once an employer has decided they want you, they have to see if they can afford you.

Illegal Interview Questions

• Country/place of origin and citizenship status.
• Religion, faith or creed.
• Age.
• Gender or sexual orientation.
• Race or ethnicity.
• Family structure, children or marital status.
• Mental or physical health and disability.
• Appearance, height and weight.

It is acceptable for employers to ask: About your ability to do what the work requires such as working night shifts, travelling, or lifting heavy items….Common question areas

• Age.
• Clubs or organizations.
• Disability.
• Education.
• Gender, marital status, family status.
• Height and weight.
• Language.
• Name.

Is it legal for an employer to ask why you are sick? No federal law prohibits employers from asking employees why they are out sick. They are free to ask questions such as when you expect to return to work. They may also require you to furnish proof of your illness, such as a note from a physician.

As an employer, you are not allowed to ask about an individual’s past or present personal health, including operations, hospital visits, or doctor’s appointments. You also need to avoid any questions about mental health, disabilities, and anything else related to the mental and physical status of the employee.

Why would an employer ask illegal interview questions? Believe it or not, sometimes an interviewer doesn’t realize they’re asking an illegal question. Sometimes, there is something legitimate the interviewer is trying to find out—they are just asking it in a really wrong way.

Questions you can’t ask in an interview are those that pry into an applicant’s protected status or privacy rights. For example, workers over the age of 40 are protected by age discrimination law. So you can’t ask an applicant’s age, even if their appearance or the graduation date on their resume gives it away.

Examples of inappropriate job questions

• your age (although if you’re under 21, an employer may pay you according to your age)
• your sexual preference.
• your gender identity.
• your disability status.
• your ethnicity, race, colour, nationality or cultural background.

Federal law does not prohibit employers from asking employees or job applicants about their age, including in application materials and background checks. To avoid this, employers should keep personal information like age separate from interviewers, and should only ask for a person’s date of birth for lawful purposes.

While you can’t sue just because you were asked a question, being asked an inappropriate question could be evidence of discrimination if you aren’t hired. Questions that are inappropriate are those that relate to legally-protected categories under the law.

Illegal job interview questions solicit information from job candidates that could be used to discriminate against them. Asking questions about a candidate’s age, race, religion, or gender could open a company up to a discrimination lawsuit.

How do I respond?

1. Gracefully avoid the question and steer the conversation elsewhere.
2. Keep your answers short, broad and general.
3. Redirect a question to your interviewer.
4. Ask the interviewer why the question is relevant to your job.

Some common examples of unethical or illegal activity include:

• Conflicts of interest.
• Accounting or auditing irregularities.
• Theft.
• Fraud, waste, or abuse.
• Disclosure of proprietary information.
• Misuse of Argonne equipment.
• Improper dealings with customers or vendors.
• Sale or possession of illicit controlled substances.

Yes, you can sue your employer for false promises. Misleading statements can land an employer in court for negligent misrepresentation, fraudulent inducement, or other legal issues. You do not always need an employment contract to prove false promises. Your employer made you a promise (even without a formal contract)

Can you sue an employer because you weren’t hired – or because of things the employer said or did during the hiring process? In some situations, the answer is “yes.” However, these claims can be tough to win.

Discrimination: Illegal To be illegal, a hiring practice must essentially discriminate against a job candidate in a way that violates their civil rights or that violates labor, disability, or other such related laws.

You learn a lot about yourself, and it lets the company know that you could be a good candidate for future openings. If you interviewed with your own employer for another position or promotion and were turned own, it is completely acceptable to ask your employer what would have made you a more viable candidate.

Complain to the employer If you don’t get the job and you think this is because you were discriminated against, you should first ask for feedback about why they decided not to give you the job. Most employers will give you feedback. Your complaint should include: a brief description of what happened.