Clinical dietitian jobs |Interviewing Tips - What Employers Can and Can’t Ask
By Ryan Davis, MBA
TRUE or FALSE?
It’s okay to have an interviewer/potential employer to question: “Deutsch,” that’s an appealing last name, what nationality is that?
FALSE - It's really not okay to question or be asked that question!
Clinical dietitian jobs
Being a leading staffing firm dedicated to placing Registered Dietitians in temporary and long-term roles as consultant Dietitians in hospitals, long-term care, along with other facilities; we have seen both sides with the recruiting equation: interviewer and interviewee. On this dual role, we often realize that interviewers have a standard customer survey they wish to ask a candidate, but it is essential to know what questions to not ask. In the same vein, it's also important for one to know which questions asked people are inappropriate.
The U.S. Equal Employment Opportunity Commission (EEOC) accounts for enforcing federal laws which make it illegal to discriminate against work applicant or even an employee due to the person's race, color, religion, sex (including pregnancy), national origin, age (40 or older), disability or genetic information. Most employers with at least 15 employees are protected by EEOC laws (20 employees in age discrimination cases). Most labor unions and employment agencies may also be covered. The laws connect with all types of work situations, including hiring, firing, promotions, harassment, training, wages, and benefits. Even when your organization has fewer than 15-20 employees, it's just plain good sense.
The EEOC publishes a lot of information in the area of the it is possible to and can’t ask (or why not be asked) in interviews online (http://www.eeoc.gov/laws/practices/index.cfm). Anyone associated with interviewing at any level ought to be familiar with the rules and the law.
Below are several topics to avoid in interviews simply because they might be construed as using a discriminatory motive.
1. What can be your birth date? Questions that provide away an applicant's age could indicate unlawful discrimination based on age. However, you might inquire if the candidate is 18 or older.
2. Are you available to focus on weekends? This sounds innocent, but in line with the EEOC, it could demonstrate intent to discriminate by discouraging applicants of certain religions that prohibit working on Fridays, Saturdays, or Sundays. Additionally, you can't inquire if the candidate is really a member of any church, religious denomination, or which religious holidays they observe. You can just outline that the job will require working on today, without asking this tricky question.
3. Do you've got children under age 18? What are your plans for daycare? These questions could possibly be seen as discriminatory against women if the employer asks them only of women. In addition, federal law prohibits employers from making pre-employment inquiries into child-care arrangements.
4. Are you married? What exactly is your husband or wife's name? Do you have any children?
5. Do you identify yourself more as black or Black?
6. Where were you born? Or where were your mother and father, spouse or another relatives born.
7. What nationality is your surname? How do you learn to read, write or speak an overseas language?
8. Were you native born or naturalized? Are your parents citizens, too? When did you turn into a citizen?
9. Have you been arrested for a crime? Perhaps you have been arrested however, not found guilty of any particular offense?
10. Name all the groups and organizations that you're member. However, you are able to ask, "Do you've got any experience being a volunteer or club member that may be associated with this job?"
11. Does stress affect your skill to be effective at work? Have you ever been unable to handle stress at work?
12. Do you have a disability that might keep you from performing it might be? Are you currently an alcoholic? Are you experiencing AIDS? What effect does in a wheelchair don your daily life? What is your corrected vision? What's your uncorrected vision? However, you are able to ask, "Do you have the ability to perform this task, without or with accommodations? This task requires one to lift 20 pounds of patient charts and carry them up two flights of stairs. Is it possible to accomplish that, with or without an accommodation? Do you have 20/20 corrected vision?"
Clinical dietitian jobs
Ryan Davis, MBA will be the President & CEO of Dietitians At will. Dietitians At will was founded by a Registered Dietitian to complement Registered Dietitians with hospitals, assisted living facilities, and other organizations who require their services. For additional
information regarding Dietitians At will, visit www.dietitiansondemand.com.
It’s okay to have an interviewer/potential employer to question: “Deutsch,” that’s an appealing last name, what nationality is that?
FALSE - It's really not okay to question or be asked that question!
Clinical dietitian jobs
Being a leading staffing firm dedicated to placing Registered Dietitians in temporary and long-term roles as consultant Dietitians in hospitals, long-term care, along with other facilities; we have seen both sides with the recruiting equation: interviewer and interviewee. On this dual role, we often realize that interviewers have a standard customer survey they wish to ask a candidate, but it is essential to know what questions to not ask. In the same vein, it's also important for one to know which questions asked people are inappropriate.
The U.S. Equal Employment Opportunity Commission (EEOC) accounts for enforcing federal laws which make it illegal to discriminate against work applicant or even an employee due to the person's race, color, religion, sex (including pregnancy), national origin, age (40 or older), disability or genetic information. Most employers with at least 15 employees are protected by EEOC laws (20 employees in age discrimination cases). Most labor unions and employment agencies may also be covered. The laws connect with all types of work situations, including hiring, firing, promotions, harassment, training, wages, and benefits. Even when your organization has fewer than 15-20 employees, it's just plain good sense.
The EEOC publishes a lot of information in the area of the it is possible to and can’t ask (or why not be asked) in interviews online (http://www.eeoc.gov/laws/practices/index.cfm). Anyone associated with interviewing at any level ought to be familiar with the rules and the law.
Below are several topics to avoid in interviews simply because they might be construed as using a discriminatory motive.
1. What can be your birth date? Questions that provide away an applicant's age could indicate unlawful discrimination based on age. However, you might inquire if the candidate is 18 or older.
2. Are you available to focus on weekends? This sounds innocent, but in line with the EEOC, it could demonstrate intent to discriminate by discouraging applicants of certain religions that prohibit working on Fridays, Saturdays, or Sundays. Additionally, you can't inquire if the candidate is really a member of any church, religious denomination, or which religious holidays they observe. You can just outline that the job will require working on today, without asking this tricky question.
3. Do you've got children under age 18? What are your plans for daycare? These questions could possibly be seen as discriminatory against women if the employer asks them only of women. In addition, federal law prohibits employers from making pre-employment inquiries into child-care arrangements.
4. Are you married? What exactly is your husband or wife's name? Do you have any children?
5. Do you identify yourself more as black or Black?
6. Where were you born? Or where were your mother and father, spouse or another relatives born.
7. What nationality is your surname? How do you learn to read, write or speak an overseas language?
8. Were you native born or naturalized? Are your parents citizens, too? When did you turn into a citizen?
9. Have you been arrested for a crime? Perhaps you have been arrested however, not found guilty of any particular offense?
10. Name all the groups and organizations that you're member. However, you are able to ask, "Do you've got any experience being a volunteer or club member that may be associated with this job?"
11. Does stress affect your skill to be effective at work? Have you ever been unable to handle stress at work?
12. Do you have a disability that might keep you from performing it might be? Are you currently an alcoholic? Are you experiencing AIDS? What effect does in a wheelchair don your daily life? What is your corrected vision? What's your uncorrected vision? However, you are able to ask, "Do you have the ability to perform this task, without or with accommodations? This task requires one to lift 20 pounds of patient charts and carry them up two flights of stairs. Is it possible to accomplish that, with or without an accommodation? Do you have 20/20 corrected vision?"
Clinical dietitian jobs
Ryan Davis, MBA will be the President & CEO of Dietitians At will. Dietitians At will was founded by a Registered Dietitian to complement Registered Dietitians with hospitals, assisted living facilities, and other organizations who require their services. For additional
information regarding Dietitians At will, visit www.dietitiansondemand.com.