The company seeks to hire an experienced administrative assistant; the chosen candidate will report to the manager. The employment is on a full-time basis, and one is expected to work forty hours per week. The assistant will work in our head office in Virginia, and their salary is negotiable.
The representative will be responsible for executing administrative policies and procedures; he/she is expected to:
- Create and revise procedures by analyzing record-keeping systems, office layout, budgetary and personal requirements and the operating practices of the business.
- Provide information and academic opportunities in a bid to develop the skills of other staff members.
- Take charge of the supplies inventory. He/she will check the level of stock, place the order for supplies and verify the arrival of supplies.
- Ensures the equipment in the company is working, and it is well maintained. He/she will also call for repairs on damaged equipment and acquire information on new or improved equipment.
- Organize the preparation of reports, data analysis and identifying solutions to critical problems faced by the company.
The interested applicants need the following qualifications:
- Previous experience of work as an administrative assistant for more than three years
- Advanced level of knowledge in the use of Microsoft word and proper typing skills
- Strong communication skills to assist in coordinating fellow employees and organizing events.
- Excellent interpersonal skills to enhance better relations with other employees.
- Strong organization skills and being attentive to detail.
- College diploma or a degree in business administration or an equivalent qualification is desired
Those interested in this job, please send us your resume to firstname.lastname@example.org or contact us through our website.
Sending of applications closes on 30th March 2015
Illegal questions in an interview
- How long has your family been in the US?
This question seeks to know the citizenship of your candidate; this might lead him to think that there is a particular preference for other citizens than that from his/her country. It might also seem that you are trying to find out about their ancestry; this might offend some of the interviewees. Some people are sensitive to the general assumptions of their ancestry.
- Are you planning to have children?
This question seeks to clarify about family obligations, but it is based on assumptions that the candidate is planning to have children. This inquiry might make them think they will be discriminated due to their preference for having children.
- Do you have any disability?
Mental and physical disability may affect a candidate’s ability to perform his/her duties. This question, however, may cause the employer to shun disabled people who can do the job; due to other disabilities that will not affect their capabilities.
- What is your religion?
There are certain stereotyping views that particular beliefs are affiliated with carry. All of us have a freedom to practice our religion freely without been discriminated. Asking such questions may make the interviewee uncomfortable as they may be shunned due to their religious affiliations. This issue is in violation of the civil acts right of 1964 which protects people from religious discrimination in employment.
- How old are you?
Knowledge of an applicant’s age may make you discriminate him based on it. Young people are less experienced than the elderly. This inquiry is likely to give a particular perception of employee treatment (Saks, 2006). It is also illegal to discriminate employees based on age.
- Have you been discharged from the military dishonorable?
Some people are discharged from the military in a less honorable fashion due to various issues. However, in a corporate situation they might be able to work in a better way. Improper discharge is not a good way to disapprove people’s work ethics due to their military past.
- What are your views on office dating?
While this problem may cause distractions among other issues in the workplace, it is quite illegal to ask such questions as it is a private issue. This issue might also seem as if you are interested in the interviewee. It may make the candidate to be discriminated due to his or her views on the topic.
- Do you use drugs or alcohol?
Drugs and alcohol may affect one’s capabilities in performing certain duties. Your applicant may even think you are asking about a prescription drug which is illegal to ask. You are allowed to show concern only for illicit drug use and if it will affect their work. This inquiry violates the Americans with Disabilities Act of 1990 (Giang, 2013).
- How much do you weigh?
This question is an embarrassment to most people who are sensitive about their weight. It may also seem like you prefer candidates with a particular weight. It is illegal to shun someone in an interview due to their weight even if it may affect their work capabilities.
- Can you perform this job well since you are a man/woman?
This question is very sensitive to most people due to the level of stereotyping it holds. People were discriminated in the past based on their gender and bring legal consequences to the one asking the question (Arvey, 1979). It is illegal and unprofessional to single out people based on their gender.
Legal questions that may be asked
- Are you authorized to work in the US?
This particular question does not seek to raise any doubt on preference. It merely clarifies the eligibility of the candidate to work in the US; which may cause problems if the applicant is not authorized.
- What days are you able to work?
The question will avoid asking about religious affiliations and will explain what days the person is available and why.
- Are you over the age of 18?
The question will remove doubts about any age discrimination that another issue might bring. It only seeks to know whether the person is of the legal age required for employment
- Can you travel to distant places on short notice?
Such an inquiry will reveal the family and personal obligation that someone has without giving any assumptions.
- What are your long-term career goals?
The inquiry seeks to establish if the person wants to work with the company on a full-time basis. It may be asked if one wishes to inquire about the commitment level of employees. This question applies to pregnant women in to avoid direct questioning of her expectancy; which may be against the civil rights act of 1991 (Gerken, 1993)
It seeks to disclose the strengths of a candidate as opposed to weaknesses such as weight, age or gender. It will remove any bias regardless of the mentioned qualities
- Do you use illegal drugs?
This inquiry specifies the type of drugs that the employer does not want in its candidate. There are particular problems that may arise from illicit drug use.
- Are you able to do the job’s requirement well?
This question directly asks the ability of the candidate to perform the work instead of asking about his inabilities to do the same. It will clarify whether a person’s disability may affect their work output. The person has a right to disclose at a time of his/her preference (Hebl, 2005)
- Are you willing to relocate to the company’s area?
It may be necessary for a person to transfer if their dwelling place is far from the businesses location. This concern will show that you will consider them regardless of where they are living.
- How will your military experience benefit the company?
Their military background may be invaluable to the enterprise. Any other information concerning dismissal from the army may be voluntarily given.
Arvey, R. D. (1979). Unfair preferences in Job Interviews: Legal and psychological aspects. Psychological Bulletin, 86(4), 736.
Gerken, H. K. (1993). Comprehending the mixed-motives claims by the Civil Rights Act of 1991: An analysis of intentional discrimination claims based on sex-stereotyped interview questions. Michigan Law Review, 1824-1853.
Giang, V. (2013, July 5). 11 Typical Interview Questions That Are Illegal. Retrieved March 20, 2015, from Business Insider: http://www.businessinsider.com/11-illegal-interview-questions-2013-7?op=1
Hebl, M. R., & Skorinko, J. L. (2005). Accepting Physical Disability in Interviews: Does “When” Make a Difference?. Journal of Applied Social Psychology, 35(12), 2477-2492.
Saks, A. M., & McCarthy, J. M. (2006). The consequences of discriminatory interview questions and gender on applicant reactions. Journal of Business and Psychology, 21(2), 175-191.