Claremont Graduate University
Guidelines for Interviews and Checklist
Anyone who interviews candidates for administrative or staff positions has critical
responsibilities to ensure that the interviews are conducted in a non-discriminatory
manner. As an interviewer is crucial that you:
1. Interview applicants and select employees on the basis of job-related qualifications
only, and in accordance with legal requirements.
2. Record the steps taken in the hiring process.
Questions should be job-related, and the use of any question which adversely affects the
hiring of women, minorities, or disabled leaves you open to charges of discrimination by
rejected candidates. Even though the total selection process results in a favorable overall
hiring patter, if one component of the hiring process is found to be discriminatory the
University may be found guilty of discrimination.
The major federal laws that apply to Claremont Graduate University as an institution are:
Title VII of the Civil Rights Act of 1964 as amended, prohibiting employment
discrimination based on race, color, sex,, religion and national origin
Equal Pay Act, prohibiting wage differentials based on sex
Age Discrimination in Employment Act, prohibiting age-based discrimination
against persons between 40 and 70 years of age
The Rehabilitation Act of 1973 prohibiting discrimination on the basis of
handicap
The Pregnancy Discrimination Act of 1978, prohibiting discrimination against
pregnant applicants and employees
Title l of the Americans with Disabilities Act of 1990 prohibits nondiscrimination in employment for qualified individuals with disabilities and
mandates provision of reasonable accommodations for disabled persons hired.
The attached guideline indicates questions interviewers may and may not ask a candidate.
The basic rule of thumb is do not ask a question if it is not job-related.
Interviewguidelines7-97
INTERVIEW GUIDE
SUBJECT
PERMISSIBLE INQUIRIES
IMPERMISSIBLE INQUIRIES
1.
Name
Married/single name: Mr., Ms., Miss
or Mrs.; inquiry to determine race,
lineage or marital status
2.
Age
3.
Marital & Family
Status
If there might be another name
under which the person’s previous
employment or academic records
would be listed
None, unless you are interviewing
minors in which case you may ask
if they can provide proof of age,
if hired.
If applicant can meet work schedules;
how long (s)he anticipates staying
in the position
4.
Disability
Applicant’s ability to perform
specific job function.
5.
Sex
None
6.
Race or Color
None
7.
Birthplace
None
8.
Religion
None
9.
Military Record
Dates of service if Veteran’s
preference applies
If they are prevented from lawfully
becoming employed because of visa
or immigration status
Languages applicant reads, speaks
or writes fluently IF this is a job
requirement
Names of organizations as a
member or officer, which might
relate to job qualifications
10. Citizenship
11. Ancestry/National
Origin
12. Organizations
13. Conviction and Arrest
You may ask about convictions if
relevant to functions of job
14. Miscellaneous
Notice to applicants that any misstatements or omissions of material
facts in the application may be cause
for dismissal
That applicant state age or date of
birth
You may not ask number or ages of
children; child care arrangements;
questions regarding pregnancy,
marital status, spouses occupation
General questions whether the person
has a disability, or the nature of his/
her disability
Sex of applicant
Color of skin, eyes, hair or other
questions directly or indirectly
indicating race or color
Birthplace of parents or spouse
Type of discharge or rank
Country of citizenship, date citizenship was acquired; inquiries re parents
or spouse’s citizenship
National origin of applicant or family
members; how ability was acquired to
read, write, speak a foreign language
You may not ask for all organizations,
clubs, etc. to which the applicant
belongs if such information would
indicate through character or name
the race, religion, color or ancestry
of the membership
You may not inquire into arrests of any
kind, or conviction record if not
relevant
Any inquiry is forbidden which, although not specifically listed among the above, is designed to elicit information as
to race, color, ancestry, national origin, age, sex, marital status, financial status, religion, or arrest and court record
unless based upon a bona fide occupational qualification.
PLEASE DO NOT WRITE NOTES OF ANY KIND
ON APPLICATION MATERIALS OF APPLICANT