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Mandatory Optional Blackboard Training Materials Wellness

During the Interview
--Consider whether the applicant possesses the basic educational background to qualify for the job.
--Consider whether the applicant possesses the necessary skill level and knowledge to perform the job adequately.
--Consider to what extent applicant is aware of anticipated changes and developments in the particular field.
--Observe how verbal and articulate the applicant is.
--Observe the applicant's expression of ideas.
--Consider if the applicant is able to present himself or herself effectively and in a well-organized manner.
--Observe whether the applicant expresses thoughts and ideas in a convincing manner.
--Observe whether the applicant has good eye contact.
--Consider whether the applicant's grammar, sentence structure, etc., are appropriate.
--Observe the applicant's ability to comprehend the position and what is being said.
--Consider the applicant's ability to concentrate and to solve problems.
--Review applicant's academic performance if pertinent to the position.
--Observe whether the applicant appears to be attentive and mentally responsive.
--Consider whether the applicant appears to be able to think and respond spontaneously.
--Consider whether the applicant has remained in previous jobs for reasonable periods of time or whether his or her job history is erratic.
--Consider career aspirations, whether the applicant has a desire to achieve and his or her level of enthusiasm.
--Look for indications of initiative, self-confidence, personal organization, ability to express their thoughts, interest in people, group involvement, and ability to make decisions.
--Observe whether the candidate appears to be able to motivate other people
--Consider regard for others, ability to relate to others, ability to deal with issues in working with others.
--Observe whether the applicant has a good self-concept.
--Consider whether the applicant seems willing to accept suggestions and criticism and to accept responsibility.
--Observe whether the applicant has a cooperative attitude.
--Note if the applicant resigned from former jobs because of "personality incompatibility."
--Observe if the applicant is critical of former superiors or of companies where previously employed.
--Look for personal appearance suitable to your area.

Suggested Questions for Interview

General Education

--What special training have you completed that would assist you in this position?
--What are the three college courses that best prepared you for your current job?

Work Experience

--Describe your work experiences as it applies to this position.
--Discuss your reasons for changing jobs.
--In what ways has your present job prepared you for greater responsibilities?
--What qualifications do you bring to this position?
--What did you learn about your strengths as a result of working in jobs previously held?

Job Knowledge

--How do you perceive this job?
--In what ways does the job with our department meet your career goals?
--What are some of the duties and responsibilities you hope to assume in this position that you have been unable to use in the past?
--Describe two or three major trends in your profession today

Dependability

--Why did you leave your last job?
--Is there any reason why you could not work full time?

Motivation and Goals

--How does this position fit into your career goals?
--What did you like best about your last position?
--What are your greatest strengths?
--Why do you think you would be successful in this job?
--What motivates you to put forth your greatest effort?
--What are your long-range career goals?
--What specific goals other than those related to your occupation have you planned for yourself?

Leadership

--What types of groups or projects have you been in charge of?
--What offices have you held in organizations?

PRE-EMPLOYMENT QUESTIONS

under

COLORADO LAW

Colorado law prohibits discrimination in employment based on physical handicap, race, creed, color, sex, religion, national origin, or ancestry. To aid you in complying with the law, the Colorado Civil Rights Commission has prepared this Guide to Pre-Employment Questions. This is intended for use as a guide only.

Remember: Job related questions are always safe.

TOPIC LAWFUL QUESTIONS UNLAWFUL QUESTIONS

Address, Length of Residence Applicant’s address, place, and length of current and previous residence. "How long in (city)?" Questions about foreign addresses, whether applicant owns or rents home, relationship of persons with whom applicant lives.

Age If age is a legal requirement: "If hired, can you submit proof of age?" For a minor, proof of age may be requested in the form of a work permit or a certificate of age. Requiring birth certificate or baptismal certificate to be produced as proof of age. Questions which would tend to identify persons as between 40 and 64 years.

Ancestry Languages read, spoken, or written, and degree of fluency, if relevant to job. Questions about ancestry, first language, national origin of parents or spouse, date of arrival in U.S., port of entry, how long a resident, maiden name of wife or mother.

Arrests Questions regarding convictions are permissible if they relate to the person’s fitness to perform a particular job. Questions relating to arrests or to involvement in demonstrations.

Birthplace "After employment, can you produce proof of citizenship or other proof of right to remain in or work in the U.S.?" Birthplace of applicant or relatives; requirement that birth certificate, baptismal record, or naturalization papers be submitted prior to employment; questions which identify customs or denomination.

Citizenship "Are you a citizen of the U.S.? If not, do you have the legal right to remain permanently in the U.S.?" If hired, proof of citizenship may be required. Of what country are you a citizen? Are you naturalized or native born? Requiring naturalization papers.

Convictions, Court Records

Questions about actual convictions which relate to ability to perform the specific job. To ask about or check arrest, conviction, or court records if not substantially related to specific job functions.

Credit Rating NONE ANY questions regarding credit.

Education Academic, vocational or professional education; schools attended, language and office skills. Questions about the nationality or religious affiliation of schools, how language skill was learned.

Emergency Names of persons to contact in case of emergency. Names of relative to be contacted.

Experience Applicant’s current and previous work experience; other countries visited.

Physical Condition "Do you have any physical, mental or sensory handicaps which might affect work performance or which should be considered in job placement?" "Do you have any handicaps?" or questions which might divulge handicaps which do not relate to the job. Questions regarding having received worker’s compensation.

Marital Status Whether applicant can meet specific work schedules; any commitments which might hinder attendance; anticipated duration on job or anticipated absences, ONLY if made to both males and females. Questions about marital status, number of children, pregnancy or birth control, child care.

Military Record Military experience and education related to particular job. Questions regarding whether the applicant served in the military, current military status, type of discharge.

Miscellaneous Note that mis-statements, omissions, or false information on application may result in discharge

Name "Have you ever worked for this organization under another name? Is additional information concerning nicknames or change of name necessary to check work record or education? If yes,explain." Questions about names which would indicate national origin, about names which have been changed by court order, marriage, or otherwise.

Organizations Membership in organizations which might relate to particular job. List all organizations, clubs, or societies to which you belong.

Photograph May be required after hiring. Required prior to hiring.

Race General distinguishing characteristics, such as scars, etc. Questions about race; color of skin, eyes, or hair; height or weight where not job relevant. Request for photographs are illegal prior to employment.

References Who referred you here? Names of professional character references. Requiring religious references.

Relatives Names of relatives employed here. Names and address of parents or guardian of minor. Name or address or any relative of an adult applicant.

Sex Questions permissible ONLY where bona fide occupational qualification (BFOQ) exists, which is interpreted very narrowly by the courts. Questions which would indicate sex or sexual orientation. Sex is NOT a BFOQ simply because a job requires physical labor.

Work Days Where applicable, choice of work days, shifts, etc.

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TOPIC	LAWFUL QUESTIONS	UNLAWFUL QUESTIONS
Address, Length of Residence	Applicant’s address, place, and length of current and previous residence. "How long in (city)?"	Questions about foreign addresses, whether applicant owns or rents home, relationship of persons with whom applicant lives.
Age	If age is a legal requirement: "If hired, can you submit proof of age?" For a minor, proof of age may be requested in the form of a work permit or a certificate of age.	Requiring birth certificate or baptismal certificate to be produced as proof of age. Questions which would tend to identify persons as between 40 and 64 years.
Ancestry	Languages read, spoken, or written, and degree of fluency, if relevant to job.	Questions about ancestry, first language, national origin of parents or spouse, date of arrival in U.S., port of entry, how long a resident, maiden name of wife or mother.
Arrests	Questions regarding convictions are permissible if they relate to the person’s fitness to perform a particular job.	Questions relating to arrests or to involvement in demonstrations.
Birthplace	"After employment, can you produce proof of citizenship or other proof of right to remain in or work in the U.S.?"	Birthplace of applicant or relatives; requirement that birth certificate, baptismal record, or naturalization papers be submitted prior to employment; questions which identify customs or denomination.
Citizenship	"Are you a citizen of the U.S.? If not, do you have the legal right to remain permanently in the U.S.?" If hired, proof of citizenship may be required.	Of what country are you a citizen? Are you naturalized or native born? Requiring naturalization papers.
Convictions, Court Records	Questions about actual convictions which relate to ability to perform the specific job.	To ask about or check arrest, conviction, or court records if not substantially related to specific job functions.
Credit Rating	NONE	ANY questions regarding credit.
Education	Academic, vocational or professional education; schools attended, language and office skills.	Questions about the nationality or religious affiliation of schools, how language skill was learned.
Emergency	Names of persons to contact in case of emergency.	Names of relative to be contacted.
Experience	Applicant’s current and previous work experience; other countries visited.
Physical Condition	"Do you have any physical, mental or sensory handicaps which might affect work performance or which should be considered in job placement?"	"Do you have any handicaps?" or questions which might divulge handicaps which do not relate to the job. Questions regarding having received worker’s compensation.
Marital Status	Whether applicant can meet specific work schedules; any commitments which might hinder attendance; anticipated duration on job or anticipated absences, ONLY if made to both males and females.	Questions about marital status, number of children, pregnancy or birth control, child care.
Military Record	Military experience and education related to particular job.	Questions regarding whether the applicant served in the military, current military status, type of discharge.
Miscellaneous	Note that mis-statements, omissions, or false information on application may result in discharge
Name	"Have you ever worked for this organization under another name? Is additional information concerning nicknames or change of name necessary to check work record or education? If yes,explain."	Questions about names which would indicate national origin, about names which have been changed by court order, marriage, or otherwise.
Organizations	Membership in organizations which might relate to particular job.	List all organizations, clubs, or societies to which you belong.
Photograph	May be required after hiring.	Required prior to hiring.
Race	General distinguishing characteristics, such as scars, etc.	Questions about race; color of skin, eyes, or hair; height or weight where not job relevant. Request for photographs are illegal prior to employment.
References	Who referred you here? Names of professional character references.	Requiring religious references.
Relatives	Names of relatives employed here. Names and address of parents or guardian of minor.	Name or address or any relative of an adult applicant.
Sex	Questions permissible ONLY where bona fide occupational qualification (BFOQ) exists, which is interpreted very narrowly by the courts.	Questions which would indicate sex or sexual orientation. Sex is NOT a BFOQ simply because a job requires physical labor.
Work Days	Where applicable, choice of work days, shifts, etc.