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    Answer Upon - What You Can't Ask a Job Candidate is as Important as What You Can Ask

    Career Advice - How To Make Meetings Work For You
    You might as well stop complaining about meetings. Like it or not, they are here to stay. So it makes sense to make meetings work for you.Here eight things you can do to reach that goal.1. Do your homework. Most people don't. Just by being prepared you will enjoy an advantage. Know what the meeting is all about--the stated purpose as well as the hidden agenda. If you don't know, ask. Study the background materials. Set your own goal for the session. Make a list of the points you want to make and compile the facts to support them.2. Never be late for a meeting. If the others have started without you, you begin with a disadvantage. The positioning ritual has already begun, and some information has been exchanged.3. Understand that meetings go through stages: (1) participants feel out each other; (2) a pecking order is established; (3) ground rules and purposes emerge; and (4) the subject is addressed.Obviously, you clog up the process if you are operating in one stage while others are in another.4. Understand the dynamics of the meeting, especially the
    ow many children do you have? Are you married? Do you plan on having children? Are you pregnant?

    Physical, Health or Mental Disability

    You may discuss: candidate's ability to perform essential functions of this job with or without reasonable accommodation; applicant's impressions of performing the essential functions of the job; days of leave taken during the last year; and attendance requirements of this job. You may not discuss: (until after offer is made and then only related to job performance) the existence, type or severity of disability. For example, do not ask: Do you have a disability that might interfere with your ability to perform the job? How many days were you sick last year? Do you have any preexisting health conditions? Do you have (name of disease)?

    Religion/Creed

    You may discuss: the company's regular workdays and hours. You may not discuss: applicant's religion, religious days or whether religion would prevent him or her from working weekends or holidays. For example, do not ask: What religion are you? Do you attend church regularly?

    Residence

    You may discuss: place of residence. You ma

    Groupware Proves to Be a Versatile Employee
    GroupwareGroupware is a software or hardware that manages documents on which organizations and groups collaborate. Groupware, of some form or another, has become a much sought after technology among businesses. Each groupware package includes tools which are meant to meet the needs of a business. Don’t be alarmed that when your business begins its search for a groupware package that 5,590,000 indexed pages will greet you on Google, 3,820,000 on Yahoo, and 950,316 on MSN. The fact is the market knows that your business needs a groupware package.In today’s Information Age, business collaboration is only harnessed by the speed and efficiency of its technology. Businesses, large and small, maintain some sort of groupware technology in order to manage document sharing quickly and efficiently. Since groupware is meant to manage documents on which organizations and groups collaborate, the groupware package you choose must be able to work the way your business does.Thomas Edison once said, “There ain’t no rules around here. We’re just trying to accomplish something.” Whether
    As a human resources professional or business owner, you face many challenges during the hiring process, from sorting through stacks of job applicant r?sum?s to making an attractive offer to the one person you believe best matches the specifications of your open position's job description. The whole procedure is more than time-consuming; it can be stressful as well.

    None of the demands of finding and hiring the best candidate are more complex than those of the interviewing process. Besides spending a significant portion of your time listening to what your final candidates have to say, you must - without violating any of the employment discrimination laws in place - evaluate each applicant's ability to successfully perform the job.

    You have a responsibility to your company and to all prospective employees to avoid any semblance of discrimination or impropriety in your hiring processes. You must keep your interview questions related to specific job activities; in fact, it's probably a bad idea to ask any question that doesn't deal directly with a specific job's requirements.

    If you feel any question on your list might lead to an applicant's perception of discrimination, eliminate that question from the discussion. You can't possibly read the minds of job seekers now or in the future, especially when the ones who ultimately weren't offered the job might try to convince themselves that the reason they weren't hired was "discrimination" - rather than their level of skills. The result could be an unfounded and unnecessary legal action that would, at the very least, distract you from your current job functions in meeting important and strategic company goals.

    Use the following points as general guidelines to develop your list of appropriate interview questions for all job candidates. If you have questions about what's permitted by law (especially regarding special circumstances in your state), consult with your company's legal department or another reliable source. And above all, remember this: If you believe any question or part of your discussion with a potential employee could be perceived as discriminatory, avoid it.

    Name

    You may discuss: use of another name and additional information (relative to a change of name or use of an assumed name) necessary to enable a check of education or work record. You may not discuss: maiden name. For example, do not ask: What is your maiden name? What is your mother's maiden name?

    Age

    You may discuss: before hiring, whether the applicant is over the minimum age for the job's hours or working conditions; after hiring, verifying same with a birth certificate or other ID, as well as asking age on insurance forms. You may not discuss: age; birth date; or questions that might identify the applicant's age, especially if he or she is over age 40. For example, do not ask: How old are you? What year were you born? When did you graduate from high school?

    Citizenship/National Origin

    You may discuss: ability to speak, read or write English or a foreign language if required by the job; offers of employment contingent upon verification of identity, residence and work authorization in the United States. You may not discuss: birthplace, nationality, lineage, ancestry, national origin and parentage of applicant or applicant's parents or spouse. For example, do not ask: Where were you born? Where are your parents from? What's your heritage? What is your mother's tongue? What language do you normally use? How did you learn to read, write or speak a foreign language?

    Race/Color

    You may discuss: equal opportunity employment at your company; race only as required for affirmative-action programs. You may not discuss: race or color; complexion or color of skin, eyes or hair; any direct or indirect reference to race, color or racial groups. For example, do not ask: What race are you? Are you a member of a minority group?

    Gender/Marital Status/Children/Childcare

    You may discuss: company policy regarding work assignment of employees who are related; anticipated absences from job; freedom to travel, if job requires; and ability to meet work schedule requirements. You may not discuss: applicant's gender, marital and family status; number or ages of children or dependents; provisions for childcare; pregnancy; birth control; or name or address of relative, spouse or children of adult applicant. After hiring only, you can ask about marital status/dependent information for tax and insurance forms. For example, do not ask: With whom do you reside? Do you live alone? How many children do you have? Are you married? Do you plan on having children? Are you pregnant?

    Physical, Health or Mental Disability

    You may discuss: candidate's ability to perform essential functions of this job with or without reasonable accommodation; applicant's impressions of performing the essential functions of the job; days of leave taken during the last year; and attendance requirements of this job. You may not discuss: (until after offer is made and then only related to job performance) the existence, type or severity of disability. For example, do not ask: Do you have a disability that might interfere with your ability to perform the job? How many days were you sick last year? Do you have any preexisting health conditions? Do you have (name of disease)?

    Religion/Creed

    You may discuss: the company's regular workdays and hours. You may not discuss: applicant's religion, religious days or whether religion would prevent him or her from working weekends or holidays. For example, do not ask: What religion are you? Do you attend church regularly?

    Residence

    You may discuss: place of residence. You may

    Executive Assisting Schools Offer a Career Boost
    If you are looking to advance your professional career, Executive Assisting Schools can prepare you for a rewarding and challenging position in various fields of business, law, healthcare, manufacturing, and technology. You can earn a diploma or professional certification in just a few months, and college degrees can be obtained in as little as two years, making it a very desirable course of study for working adults.Diplomas, certificates, and Associate of Arts (AA), Associate of Science (AS), and Applied Associate of Science (AAS) degrees are available at most business schools and even online schools. Students can opt to study more in-depth programs for Associate and Bachelor Degrees in four-year colleges and universities, where degrees can be combined with other subjects in business, medicine, law, the arts, journalism, engineering, architecture, etc.AA, AS, and AAS degree programs will provide the skills required to become a successful executive assistant. Studies will emphasize developing professional skills in computer applications, file and records management, bookk
    o an applicant's perception of discrimination, eliminate that question from the discussion. You can't possibly read the minds of job seekers now or in the future, especially when the ones who ultimately weren't offered the job might try to convince themselves that the reason they weren't hired was "discrimination" - rather than their level of skills. The result could be an unfounded and unnecessary legal action that would, at the very least, distract you from your current job functions in meeting important and strategic company goals.

    Use the following points as general guidelines to develop your list of appropriate interview questions for all job candidates. If you have questions about what's permitted by law (especially regarding special circumstances in your state), consult with your company's legal department or another reliable source. And above all, remember this: If you believe any question or part of your discussion with a potential employee could be perceived as discriminatory, avoid it.

    Name

    You may discuss: use of another name and additional information (relative to a change of name or use of an assumed name) necessary to enable a check of education or work record. You may not discuss: maiden name. For example, do not ask: What is your maiden name? What is your mother's maiden name?

    Age

    You may discuss: before hiring, whether the applicant is over the minimum age for the job's hours or working conditions; after hiring, verifying same with a birth certificate or other ID, as well as asking age on insurance forms. You may not discuss: age; birth date; or questions that might identify the applicant's age, especially if he or she is over age 40. For example, do not ask: How old are you? What year were you born? When did you graduate from high school?

    Citizenship/National Origin

    You may discuss: ability to speak, read or write English or a foreign language if required by the job; offers of employment contingent upon verification of identity, residence and work authorization in the United States. You may not discuss: birthplace, nationality, lineage, ancestry, national origin and parentage of applicant or applicant's parents or spouse. For example, do not ask: Where were you born? Where are your parents from? What's your heritage? What is your mother's tongue? What language do you normally use? How did you learn to read, write or speak a foreign language?

    Race/Color

    You may discuss: equal opportunity employment at your company; race only as required for affirmative-action programs. You may not discuss: race or color; complexion or color of skin, eyes or hair; any direct or indirect reference to race, color or racial groups. For example, do not ask: What race are you? Are you a member of a minority group?

    Gender/Marital Status/Children/Childcare

    You may discuss: company policy regarding work assignment of employees who are related; anticipated absences from job; freedom to travel, if job requires; and ability to meet work schedule requirements. You may not discuss: applicant's gender, marital and family status; number or ages of children or dependents; provisions for childcare; pregnancy; birth control; or name or address of relative, spouse or children of adult applicant. After hiring only, you can ask about marital status/dependent information for tax and insurance forms. For example, do not ask: With whom do you reside? Do you live alone? How many children do you have? Are you married? Do you plan on having children? Are you pregnant?

    Physical, Health or Mental Disability

    You may discuss: candidate's ability to perform essential functions of this job with or without reasonable accommodation; applicant's impressions of performing the essential functions of the job; days of leave taken during the last year; and attendance requirements of this job. You may not discuss: (until after offer is made and then only related to job performance) the existence, type or severity of disability. For example, do not ask: Do you have a disability that might interfere with your ability to perform the job? How many days were you sick last year? Do you have any preexisting health conditions? Do you have (name of disease)?

    Religion/Creed

    You may discuss: the company's regular workdays and hours. You may not discuss: applicant's religion, religious days or whether religion would prevent him or her from working weekends or holidays. For example, do not ask: What religion are you? Do you attend church regularly?

    Residence

    You may discuss: place of residence. You ma

    Find A Job And Keep It – (Part Four)
    Minimize the stress in your life and stay sane. Here is something that very few people take into consideration, employers like 'sane' and reliable employees. You must work on staying calm no matter how stressful the situations get (while at work and at home). If you allow stress and crazy people into your life to mess with you, you will become so harassed and your employers will believe you are incapable with your job. They won't want you in the job even if you have impeccable skills.It is better to break up friendships with people who create tension and anxiety in your life. Having toxic friends is dangerous and this can cause a great number of hidden stresses, which employers can see. Employers are trained to notice unstable people, so if they get a bad feeling about you, you will not be favored for long and because of this, you will be fired as soon as another person is found to fill your space.If you can communicate clearly and are able to deal with work pressure, you will demonstrate that misunderstandings will not be happening on your shift. This is very serio
    cessary to enable a check of education or work record. You may not discuss: maiden name. For example, do not ask: What is your maiden name? What is your mother's maiden name?

    Age

    You may discuss: before hiring, whether the applicant is over the minimum age for the job's hours or working conditions; after hiring, verifying same with a birth certificate or other ID, as well as asking age on insurance forms. You may not discuss: age; birth date; or questions that might identify the applicant's age, especially if he or she is over age 40. For example, do not ask: How old are you? What year were you born? When did you graduate from high school?

    Citizenship/National Origin

    You may discuss: ability to speak, read or write English or a foreign language if required by the job; offers of employment contingent upon verification of identity, residence and work authorization in the United States. You may not discuss: birthplace, nationality, lineage, ancestry, national origin and parentage of applicant or applicant's parents or spouse. For example, do not ask: Where were you born? Where are your parents from? What's your heritage? What is your mother's tongue? What language do you normally use? How did you learn to read, write or speak a foreign language?

    Race/Color

    You may discuss: equal opportunity employment at your company; race only as required for affirmative-action programs. You may not discuss: race or color; complexion or color of skin, eyes or hair; any direct or indirect reference to race, color or racial groups. For example, do not ask: What race are you? Are you a member of a minority group?

    Gender/Marital Status/Children/Childcare

    You may discuss: company policy regarding work assignment of employees who are related; anticipated absences from job; freedom to travel, if job requires; and ability to meet work schedule requirements. You may not discuss: applicant's gender, marital and family status; number or ages of children or dependents; provisions for childcare; pregnancy; birth control; or name or address of relative, spouse or children of adult applicant. After hiring only, you can ask about marital status/dependent information for tax and insurance forms. For example, do not ask: With whom do you reside? Do you live alone? How many children do you have? Are you married? Do you plan on having children? Are you pregnant?

    Physical, Health or Mental Disability

    You may discuss: candidate's ability to perform essential functions of this job with or without reasonable accommodation; applicant's impressions of performing the essential functions of the job; days of leave taken during the last year; and attendance requirements of this job. You may not discuss: (until after offer is made and then only related to job performance) the existence, type or severity of disability. For example, do not ask: Do you have a disability that might interfere with your ability to perform the job? How many days were you sick last year? Do you have any preexisting health conditions? Do you have (name of disease)?

    Religion/Creed

    You may discuss: the company's regular workdays and hours. You may not discuss: applicant's religion, religious days or whether religion would prevent him or her from working weekends or holidays. For example, do not ask: What religion are you? Do you attend church regularly?

    Residence

    You may discuss: place of residence. You ma

    The Most Common Complaints about Translation Services
    Within past years modern electronic communication has created extensive business opportunities for freelance translators. They are able to reach clients from all over the world and perform their jobs at their own convenience. It appears to be a dream profession, but yet so many translators report that it’s challenging to keep their previous clients, and that the number of clients they served has diminished. One would like to know why this takes place.First of all, one need to be aware that nowadays there is a great competition on the market, and clients are very selective. So how do I make sure that clients will return to me, not to my competitor? There are clients who constantly need translation services, and they actually prefer to use the same translator for many different projects. They will only cooperate with you again if they were satisfied with your previous services. It is also to your advantage to be familiar with complains the clients have made about translation services in the past. The most common ones are:1. The project was not finished on time. 2. The translato
    What is your mother's tongue? What language do you normally use? How did you learn to read, write or speak a foreign language?

    Race/Color

    You may discuss: equal opportunity employment at your company; race only as required for affirmative-action programs. You may not discuss: race or color; complexion or color of skin, eyes or hair; any direct or indirect reference to race, color or racial groups. For example, do not ask: What race are you? Are you a member of a minority group?

    Gender/Marital Status/Children/Childcare

    You may discuss: company policy regarding work assignment of employees who are related; anticipated absences from job; freedom to travel, if job requires; and ability to meet work schedule requirements. You may not discuss: applicant's gender, marital and family status; number or ages of children or dependents; provisions for childcare; pregnancy; birth control; or name or address of relative, spouse or children of adult applicant. After hiring only, you can ask about marital status/dependent information for tax and insurance forms. For example, do not ask: With whom do you reside? Do you live alone? How many children do you have? Are you married? Do you plan on having children? Are you pregnant?

    Physical, Health or Mental Disability

    You may discuss: candidate's ability to perform essential functions of this job with or without reasonable accommodation; applicant's impressions of performing the essential functions of the job; days of leave taken during the last year; and attendance requirements of this job. You may not discuss: (until after offer is made and then only related to job performance) the existence, type or severity of disability. For example, do not ask: Do you have a disability that might interfere with your ability to perform the job? How many days were you sick last year? Do you have any preexisting health conditions? Do you have (name of disease)?

    Religion/Creed

    You may discuss: the company's regular workdays and hours. You may not discuss: applicant's religion, religious days or whether religion would prevent him or her from working weekends or holidays. For example, do not ask: What religion are you? Do you attend church regularly?

    Residence

    You may discuss: place of residence. You ma

    Unemployment Blues: Make Time For Me
    So much to do, so little time, is a constant refrain heard from those seeking work. Everyone gives lots of advice (including me): send out resumes, apply on the Internet, read the Classified, go to job fairs, and network, network, network. Some of us become so overwhelmed with all that we need to do that we can't figure out where to start so end up doing nothing at all.Assuming that you have established some kind of a schedule that allows you to prioritize your activities on any given day, you are probably humming along, carefully pursuing the actions that are likely to lead to a job offer.Because you are the one in the family who isn't working, additional demands are placed on the limited time you have available. It is you who starts the dinner, goes to the store, takes the kids to their games, and handles chores around the house. What little time you have left is spent in worrying over your situation and catastrophizing in your mind over what will happen when your benefits expire or obsessing about the possibility of your spouse also experiencing a lay off.Make time for y
    ow many children do you have? Are you married? Do you plan on having children? Are you pregnant?

    Physical, Health or Mental Disability

    You may discuss: candidate's ability to perform essential functions of this job with or without reasonable accommodation; applicant's impressions of performing the essential functions of the job; days of leave taken during the last year; and attendance requirements of this job. You may not discuss: (until after offer is made and then only related to job performance) the existence, type or severity of disability. For example, do not ask: Do you have a disability that might interfere with your ability to perform the job? How many days were you sick last year? Do you have any preexisting health conditions? Do you have (name of disease)?

    Religion/Creed

    You may discuss: the company's regular workdays and hours. You may not discuss: applicant's religion, religious days or whether religion would prevent him or her from working weekends or holidays. For example, do not ask: What religion are you? Do you attend church regularly?

    Residence

    You may discuss: place of residence. You may not discuss: ownership of residence. For example, do not ask: Do you own or rent your home? How much are your house payments?

    Military Service

    You may discuss: relevant knowledge, skills and abilities acquired during applicant's military service. You may not discuss: general questions about military service such as dates, discharge or service in a foreign military service. For example, do not ask: How long did you serve in (name of country)? Where did you serve?

    Economic Status

    You may discuss: salary history, but you cannot use this information to disqualify applicant. You may not discuss: credit ratings, charge accounts, bank accounts, bankruptcy, car ownership, ownership or rental of a home, length of residence at an address or past garnishments of wages. For example, do not ask: Have you ever declared bankruptcy? How long have you lived at (address)?

    Organizations/Societies/Activities

    You may discuss: job-related organizations, clubs and professional associations to which the applicant belongs, omitting ones that indicate race, religion, creed, national origin, ancestry, sex or age. You may not discuss: all organizations, clubs and lodges to which applicant belongs. For example, do not ask: Are you a member of a senior citizens' group? Have you ever been a member of (name of religious group)? Would you write down the names of all the clubs in which you're a member?

    Height/Weight

    You may discuss: height and weight issues that are related to the performance of the job. You may not discuss: height and weight issues that are not related to the performance of the job. For example, do not ask: Do you think you need to lose weight? Is being short a problem for you?

    References

    You may discuss: who referred applicant to the job and names of persons willing to provide professional references for applicant. You may not discuss: questions of applicant's former employers or acquaintances that elicit information specifying applicant's color, race, religion, creed, national origin, ancestry, physical or mental disability, medical condition, marital status, age or sex. For example, do not ask: Did your last employer have a problem with your divorce? Have any of your former employers commented on your ancestry?

    Toward the end of each interview, be sure to explain the next phase of your hiring process to all successful candidates. This description should include items such as a physical or drug test (where applicable), as well as a background check through an independent service such as VeriCruit (www.vericruit.com) to look into each candidate's driving history, Social Security number, criminal record, credit history and possible listing on a sexual offender registry. You must obtain written permission from every candidate - on a form that's separate from all of the other job application documents - to take these steps; if any of your candidates seem uneasy about your request, take a few moments to discuss his or her concerns before taking further action with that person in your hiring process.

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    <a href="http://www.hubyou.info/article/13648/hubyou-What-You-Cant-Ask-a-Job-Candidate-is-as-Important-as-What-You-Can-Ask.html">What You Can't Ask a Job Candidate is as Important as What You Can Ask</a>

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    [url=http://www.hubyou.info/article/13648/hubyou-What-You-Cant-Ask-a-Job-Candidate-is-as-Important-as-What-You-Can-Ask.html]What You Can't Ask a Job Candidate is as Important as What You Can Ask[/url]

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