eeoc interview questions and answers

Know Your Rights: Getting Started with the EEOC & DFEH

Interviews for Top Jobs at U.S. Equal Employment Opportunity Commission

Equal Employment Investigator Interview

Summer Legal Intern Interview

Internship Interview

Often an interview guide will outline the so-called ‘STAR approach for answering such questions; Structure the answer as a situation, task, action, and result: what the context was, what you needed to achieve, what you did, and what the outcome was as a result of your actions.

This question is often meant to trick candidates since acknowledgment of blind spots would indicate they were aware of them. Also, do not disclose bad habits or other personal concerns. Let the interviewer find out about your personal flaws through the course of the interview without directly stating these flaws.

State a business case to your manager / leader as to why you need the tools and make the request for them.

It is becoming increasingly important for medical assistants to be knowledgeable about computers. If you are a long-time computer user with experience with different software applications, mention it. It is also a good idea to mention any other computer skills you have, such as a high typing rate, website creation, and more.

Well, seriously, you might get asked brainteaser questions like these, especially in quantitative jobs. But remember that the interviewer doesnt necessarily want an exact number-he wants to make sure that you understand whats being asked of you, and that you can set into motion a systematic and logical way to respond. So, just take a deep breath, and start thinking through the math. (Yes, its OK to ask for a pen and paper!)

The EEOC offers the following guidance to employers that wish to avoid racial discrimination in hiring and promotions. “Race or color should not be a factor or consideration in making employment decisions except in appropriate circumstances as set forth at Section 15-VI-C of the Compliance Manual section on Race and Color Discrimination. Reasons for selection decisions should be well supported and based on a persons qualifications for the position.” Accordingly, inquiries that reveal information bearing no relationship to the qualifications for the job sought (e.g., year of graduation from high school, child care arrangements, country of origin) have been viewed as evidence of an employers discriminatory intent.

Members may download one copy of our sample forms and templates for your personal use within your organization. Please note that all such forms and policies should be reviewed by your legal counsel for compliance with applicable law, and should be modified to suit your organization’s culture, industry, and practices. Neither members nor non-members may reproduce such samples in any other way (e.g., to republish in a book or use for a commercial purpose) without SHRM’s permission. To request permission for specific items, click on the “reuse permissions” button on the page where you find the item.

In November 2015 President Obama announced an executive action directing federal employers to delay asking questions about a job applicants criminal history until later in the application process. Many states, cities and private employers have already taken steps to “ban the box,” which refers to the checkbox on employment applications asking if the applicant has ever been convicted of a crime. However, some federal employers and contractors still ask the question. The presidents executive action will apply to federal employers, but not to contractors. See Obamas Ban-the-Box Mandate Has Limited Reach and Fact Sheet: President Obama Announces New Actions to Promote Rehabilitation and Reintegration for the Formerly-Incarcerated

Hiring managers should keep in mind that even “facially neutral” (i.e., those that do not appear to be discriminatory on their face but rather are discriminatory in their effect) job requirements relating to education, experience and physical characteristics may be considered unlawful when the requirements screen out a disproportionately high percentage of candidates on the basis of protected status and are not justified by any business purpose.

The Uniform Services Employment Reemployment Rights Act (USERRA) protects against military service discrimination. As explained in the following FAQ from the Employers Support for the Guard and Reserve (ESGR): Does USERRA protect against discrimination in initial hiring decisions?:

FAQ

What questions are asked in an EEOC interview?

• Do you have a disability?
• What medications are you currently taking?
• Have you filed any workers’ compensation claims?

What are three primary goals of the EEOC?

Should you answer EEO questions?

How do you prove discrimination in an interview?

1. You are part of a protected class.
2. You were qualified for the position applied for.
3. The job was not offered to you.
4. The employer continued to seek applicants or a less qualified applicant was hired.