Latinos@Work

March 20, 2012 - Free Job Search /Career Makeover Day in Minneapolis

Multicultural Forum on Workplace Diversity's Free Career Services and Career Fair

Minneapolis Convention Center

Career Management Center

Tuesday March 20, 2012 Noon-8:00pm

Wednesday March 21, 2012 8:00am-4:00pm

Career Fair

Wednesday March, 21 2012 9:30am-5:00pm

Career Management Center

Career experts will help you fine-tune your résumé, deliver a compelling elevator pitch, prepare for interviews, and improve job search strategies at the 2012 Multicultural Forum on Workplace Diversity Conference Career Management Center on March 20 and 21 and Career Fair on March 21. Visit the Career Fair Candidates Page for more information.

The Career Management Center is your #1 destination prior to attending the 2012 Career Fair and throughout the day.

“After using the Career Management Center, I landed a job I love. Before, my job search was going nowhere. Everyone attending the Career Fair should go to the Center first!” - Evelyn Gabriel

You will receive individual coaching from leading résumé, career management, and human resources practitioners.

Whether you are in transition, currently employed, or looking for ways to advance your career, the Center has specialized services to assist you. 

• Résumé Critique Clinic
• Résumé Editing Computer & Printing Center
• Mock Interview Clinic
• Elevator Pitch Practice Clinic
• Job Search Coaching
• Job Search Workshops

Not only is the Multicultural Forum’s Career Management Center a must visit for your Career Fair Success

Best yet – it is free!

Career Fair

Sign up for the Career Fair today to have your résumé viewed by participating companies in advance!

Companies are seeking candidates who hold or are pursuing a minimum of a Bachelor's degree in the fields of: accounting, consulting, communications, engineering, finance, government, health care, human resources, information management, information technology, management, marketing, operations and sales.

Register today for this can't miss opportunity to makeover your career. Walk-ins welcome.

The Career Management Center is managed by the MulticulturalCareerCoaches.com and MulticulturalResumes.com, divisions of Global Diversity Solutions Group LLC. We would like to thank the volunteer career coaches from the following organizations.

• Career Thought Leaders
• Minnesota Career Development Association
• Minnesota Coaches Association
• Professional Diversity Network
• National Resume Writers' Association
• The Twin Cities Human Resource Association
• Workplace Coach Institute, Inc.

Posted by Murray A. Mann and Rose Mary Bombela-Tobias

Principals, Global Diversity Solutions Group LLC, MulticulturalCareerCoaches.com and MulticulturalResumes.com

Career Resolutions Latinos Can Keep In 2012 - Part 1

For Immediate Release (for those who have not figured it out yet): 2012 has been designated as the Year of the Latino Professional. Prominent players that contributed to this selection include:

• Employers must be competitive locally and/or globally and have set significant goals for Latino recruitment, retention, and upward mobility.
• Colleges and Universities are evolving programs to address the needs of Latino students, alumni, and the companies that employ us.
• Mainstream and Latino Professional Organizations for launching more major initiatives to improve our professional growth and career advancement.
• YOU who is dedicated to your professional evolution

In the spirit of the New Year and the Year (decade or millennium) of the Latino Professional, we encourage you make career resolutions that are a combination of those that challenge you to grow, some that are easily achievable, and an anti-resolution or two. Successful resolutions are founded in results-driven S.M.A.R.T. goals which are:

Specific

Measurable

Action Oriented

Realistic

Time-Constrained

The 2010 Resolution that will Rock Your World: MY CAREER IS JOB #1

This is a big, life-changing resolution. It requires that you take an active role in your career awareness on a day-to-day basis. When the "career management mentality" becomes second nature to you, you'll not only achieve your goals but will become a better, more effective and more valuable asset to your employers.

To develop S.M.A.R.T. goals and make your career a priority:

• Internalize the mantra "tu eres el arquitecto de tu propio destino - you are the master of your own destiny." Read Twelve Characteristics of Latino Career Success and Latin@Work's other job search and career management aricles.
• Take a project management approach to your career and adopt the mindset that YOU are the client or assignment. Write out your plan, assess your options, analyze your resources, and focus on activities that will help you achieve your goals.
• Define career success on your own terms.
• "Envision" your career -- one, five, ten, and 20 years out. Visualize in detail the work you do, your physical surroundings, the people in your professional circle, and the feelings you have at this stage of your career.

To be successful in your career, you must be willing to invest in yourself and take a proactive approach to career development and management. Like anything that is worthwhile, it will take action, persistence, and time. The steps to achieving your MY CAREER IS JOB #1 resolution will be discussed in detail in our next article.

Easy Resolutions that Latino Professionals Can Keep

Put the following items on your "to do" list: 

Latino-Specific Job Search Communications: Reach Out and Touch Someone

You have written compelling resumes and cover letters, evolved your network, collaborated with your mentors, and identified job opportunities, Hispanic employee resource groups, and company contacts. Now it's time to leverage your efforts and follow up!  Below are some practical examples of how to reach out and touch someone who can open additional doors in your job search via email, snail mail and telephone.

Sending Email and Hard Copy Cover Letters to Company Contacts

If possible, always send your correspondence by both email and regular mail to ensure that the recipient receives it. In addition, it is important to follow-up your written communication with a phone call.

Example 1:

Follow-up letter (after submitting your resume to the Human Resources Department in response to an advertised position.) 

Marisol Colon

Senior Vice President for Hispanic Affairs

Latino Inclusive Company, Inc.

1 LIC Plaza, Mail Code 5111

Los Angeles, CA 90001

Re: Purchasing Supervisor

Dear Ms. Colon:

Latino Inclusive Company's Procurement Services Division advertised for a Purchasing Supervisor position on iHispano.com. As a resource management and purchasing professional with a track record of achievement in expense reduction, vendor partnership agreements, and revenue enhancement, I have the credentials you need. Additionally, I am an active member of the Hispanic Purchasing professionals Committee of the National Contract Management Association. My background includes...

Closing Paragraph: Attached are copies of the resume and cover letter I submitted to the Department of Human Resources. I would welcome an opportunity to discuss how my experience can contribute to the achievement of your corporation's objectives for growth and success.

Example 2: Follow-up letter (after making a Hispanic Employee Network contact)

Dear Mr. Rivera:

Jaime Díaz recommended that I contact you directly. We met at the Latino Inclusive Company, Inc. recruitment booth during the Association of Latino Professionals in Finance and Accounting (ALPFA) Career Conference.

Mr. Díaz mentioned that your Employee Resource Group, L.A.T.I.N.O., is assisting with Hispanic employment at your company. I would appreciate a chance to speak with you about career opportunities...

Closing Paragraph: My achievements are further detailed in the enclosed résumé. I look forward to hearing from a L.A.T.I.N.O. representative soon...

Example 3: Unsolicited Letter (to Latino contact listed on a company website)

Dear Ms. Mendez:

Your name came to my attention while researching Latino Inclusive Company, Inc. on ihispano.com. I am seeking your guidance, as the Director of Diversity Employment Programs, on how to secure an interview for a marketing representative position with your corporation. Some of my applicable strengths and capabilities include...

Closing Paragraph: The enclosed résumé summarizes my background and experience in the above areas. If you are interested in a highly motivated marketing representative with a proven track record for success, please contact me...

Phone Calls to Company Contacts

The telephone can be also a powerful ally in your job search.

Connect with Corporate Diversity And Hispanic Employee Networks to Improve Job Search and Career Success

Connecting with company-based Diversity and Hispanic Employee Networks (also called Affinity or Employee Resource Groups/ERGs) is an important strategy to add to your career management toolkit. These are in-house organizations comprised of multicultural and/or Latino employees and often receive formal corporate support for their activities. 

ERGs play a key role in improving a company's diversity competence. Most networks are active participants in the recruitment, development, and retention of Latino employees. Many also serve as business-focused resource groups driving initiatives that  increase the corporation’s competitive advantage.

These networks are growing rapidly throughout corporate America ranging from the AT&T’s HACEMOS, General Mill’s Hispanic Network, PepsiCo’s Adelante to Xerox’s Hispanic Association for Professional Advancement. 

For Latino Job Seekers

Diversity and Hispanic Employee Networks can facilitate an entrée into the company of your choice.

You can contact members of the affinity group to gain inside knowledge of:

• Potential employment opportunities
• Appropriate hiring managers
• Navigating the selection processs
• How to have your resume referred past the gatekeepers into the hands of decision makers; sometimes with a recommendation to invite you to an interview
• Preparing for the interview
• Corporate culture
• Working environment for Latinos at the company you have targeted  

For Latino Employees 

Diversity and Hispanic Employee Networks enrich their members by providing a forum for people from similar backgrounds, culture, and interests to come together to network, develop personally and professionally, identify issues of concern, and provide mutual support and advocacy. They share information, reduce feelings of isolation, address issues of common concern, and create bonds to other employees and the company. The groups also can enhance the member visibility that results in key assignments and promotional opportunities.

Accessing Employee Networks

Affinity groups can be found on through Latino professional associations and company websites. Try the instructions below for those employers you are interested in.

• Go to the company website
• Usually you will find a diversity link on the home page, about the company, commitment and / or in the careers links
• Search the diversity section for a diversity or Hispanic affinity group
• The employee network may have a description, contact information and even it’s own web page. If not contact the Office of Diversity and Inclusion (or similar function) directly
• Another strategy is use the site map or search options to search for the group

Remember that networking is a two way street. Latinos fought hard to establish Diversity and Hispanic Employee Networks to improve our career opportunities. Take time to support these groups and participate in their activities.

We will be providing employee network contacts and some communication strategies in future posts. You can find out more the groups at the National Council of La Raza’s (NCLR) Hispanic Employee Affinity and Network Groups Resource Guide and DiversityInc.

 ¡BUENA SUERTE!

Posted by Murray A. Mann and Rose Mary Bombela-Tobias

Principals, Global Diversity Solutions Group LLC and MulticulturalResumes.com

Authors, Barron’s The Complete Job Search Guide for Latinos

 

Embrace Your Value to Unleash Your Career Power - Con Confianza

For many Latinos, a key personal barrier impacting success in career management and job interviewing is cultural modesty: hesitancy to communicate one's accomplishments and abilities to the employer. Self-promotion is the number one issue raised by the two hundred+ Latino managers, recruiters, and CEOs we interviewed and surveyed for Barron's The Complete Job Search Guide for Latinos. It has also been the experience of many of the thousands of our readers and Latino clients we have served.

Latinos are often raised to think that speaking about themselves and their accomplishments is boastful, rude, disrespectful, and "mal educado." As the dicho goes, "La persona no ha de ser de dichossino de hechos – A person is not made out of talk, but of deeds."

We are taught not to brag about our efforts and to let our work speak for itself. However, holding back can be a disadvantage in our competitive society. Instead, we should choose to speak honestly about ourselves and build our personal power.

Tu eres el arquitecto de tu propio destino - You are the master of your own destiny.

Yasmin Davidds, motivational speaker and author of Empowering Latinas: Breaking Boundaries, Freeing Lives, often expresses the following quotation in her presentations.

"Personal power comes from within and when you embrace it, you feel as though there is nothing in the world that you cannot handle. It helps you recognize that everything in your life is a choice, and it reinforces the truth that you have complete control over each and every one of those choices. While we may not have control over the events that occur in our lives, we have control over how we react to these events. You, alone, are in control of your destiny."

We have earned our academic and professional credentials, worked hard to develop our expertise, and sacrificed to make it in our careers. We also bring to the table the rich assets of our heritage. Our multicultural experiences and/or language skills are critical business assets employers are seeking (read Maximize Your Culture and Language in Your Job Interview).

Self-confidence is a concept that for some appears to be unattainable. For too many years Latinos have been hounded by the "peon" imagery that has unfortunately been stereotyped in media. But the heart of our combined Latino cultures is a proud one; consisting of outstanding attributes that fuel modern Latino success. Embrace your value to unleash your personal career power.

As we navigate through the workplace, we must learn to value our abilities and present ourselves with "confianza" – confidence! When we learn to do this, we build personal career power and begin to feel more comfortable communicating our value to employers – and making more headway in our careers.

¡BUENA SUERTE! 

 Posted by Murray A. Mann and Rose Mary Bombela-Tobias

Principals, Global Diversity Solutions Group LLC and MulticulturalResumes.com

Authors, Barron’s The Complete Job Search Guide for Latinos

Job Search Questions Latinos Can Ask About Potential Employers

 

Do you want to increase your chances of landing an interview and securing a job offer with a company that is committed to the success of Latino employees? 

When conducting your research on a potential employer there are additional questions that Latinos can ask of company representatives at a diversity career fair, Latino contacts at the company, the corporation's in-house Hispanic Employee Resource Group, Hispanic professional associations or other knowledgeable members of your network. These sources are often open to providing the critical information you need to achieve success in your job search. 

Assessing the Company Culture 

Your basic questions are "What makes your company an employer of choice for Latinos?" and "What do Latinos need to know about your company to determine if it is the right fit for them?" 

It is often best to ask some personal questions to start a dialog such as:

• What do you enjoy most about working for the company?
• Why did you apply for a job with the company?
• Why have you continued your employment with the company?
• What do you see for your future with the company?  

You may need to ask follow-up questions including: 

• What is the work environment for Latinos?
• How many Latinos are in the company, at what levels, and specifically work in the department that you are applying for?
• What characteristics do successful Latinos in this company seem to share?
• What support systems does your company have for new Latino employees (orientation, onboarding, training, mentors)?  
• What support systems does your company have for the retention, development and advancement of Latino employees (professional development, educational benefits, special assignments/rotations, career tracks, mentors, employee networks)?
• What is the retention rate of Latinos vs. others in the position for which I am interviewing?
  Identifying Company Access Contacts / Strategy
• Your basic question is "What are the best strategies for Latinos to get their résumé reviewed by the right people and secure an interview in your company?"

 Some sample follow-up questions are:

• Who can I contact in your company to get my résumé reviewed and secure an interview (such as actual hiring official, Division Manager, Latino/Diversity Recruiters, Chief Diversity Officer, Latino Managers or employee groups)?
• What is the best way to initiate contact and follow-up with these individuals?
• Can I use your name as the person who suggested I communicate with these contacts?
• Preparing for the Interview
• Your basic question is "What do I need to know about your interview process to be selected for employment?"

You may need to ask follow-up questions such as:

• What types of interview formats are used for the position I am applying for (individual, panel, sequential, behavioral, case)?
• What characteristics are the interviewers looking for in a candidate for this position?
• What do the interviewers look for from Latino candidates?
• How do you assess Spanish speaking and writing proficiency?
• Should I bring my career portfolio to the interview and what should it contain?
• Do you have other recommendations for preparing for the interview?

It is up to you to determine whether a particular employer is aligned with your core values, beliefs and career goals. Performing your due diligence on the corporate culture and selection process of potential employers can help you find a great career match.

 

¡BUENA SUERTE!

 

Posted by Murray A. Mann and Rose Mary Bombela-Tobias

Principals, Global Diversity Solutions Group LLC and MulticulturalResumes.com

Authors, Barron’s The Complete Job Search Guide for Latinos 

Maximize Your Culture and Language Skills in Your Job Interview

 

In our turbulent economy, U.S. companies are aggressively seeking competitive advantages in the increasingly diverse local and global marketplaces. It is a matter of not only growth, but for many, survival. These companies are not likely to be successful unless they understand the cultures and languages of their customers and employees. Multicultural experiences and/or language skills are very critical business assets employers are seeking in order to thrive in this new business landscape.

How can you communicate your multicultural experiences and/or language skills as an asset? Some of us, we must first embrace that these attributes are advantageous and worthy of consideration.

Therese Droste, a Washington D.C. based career columnist, suggests writing a list of the benefits you bring to the workplace. Below are few examples that have appeared on lists developed by clients and our readers: 

• My language skills will be used to resolve cultural or language conflicts or problems between customers and colleagues.
• Being multicultural or multilingual demonstrates I can adjust my style to different people and situations. 
• Being multicultural or multilingual indicates I have experienced looking at problems and opportunities from different perspectives.
• Being multicultural or multilingual indicates I think before I act.
• Being multicultural or multilingual means I know how it feels to be misunderstood, and I also know what it takes to reverse misunderstandings.
• My accent will be seen as an additional competence that helps me communicate better with colleagues and customers from diverse backgrounds.
• I understand leadership and creative solutions within the context of my diversity 

The next step is to take your list and match them with positive experiences in your life in which your multicultural background or multilingual abilities helped you resolve a problem or communicate better with another person. It’s similar to creating a life resume. Yet because so many of our life experiences become distant memories, you have to ponder the past, target such situations and write them down. Your multicultural assets must be presented in a manner that proves that you can help drive a company’s business goals.

Let’s say you’re asked in an interview how you would deal with a problem situation with a colleague or customer. You could preface your answer with: “Partly because I know how it feels to have the shoe on the other foot…” and then fill in the rest with a specific example of how your background helped you solve a similar problem. Simply put, you provide the employer with an example of how you used your experiences as a multicultural and / or multilingual person to solve a past business problem or show how your skills helped you in a previous job. We suggest you read Be the S.T.A.R. of Your Next Job Interview and use the article’s worksheet to prepare your answers.

Once you’ve identified and embraced the value your culture and language bring to the workplace, you will articulate them better and gain an employer’s confidence.

¡BUENA SUERTE!

 Posted by Murray A. Mann and Rose Mary Bombela-Tobias

Principals, Global Diversity Solutions Group LLC and MulticulturalResumes.com

Authors, Barron’s The Complete Job Search Guide for Latinos 

Be The S.T.A.R. of Your Next Job Interview or Performance Review - Article and Worksheet

For generations Latino families have passed on stories that teach us about our history, culture, values, and life-lessons. It is this powerful gift of story telling that our parents and abuelos bestowed on us that can make the difference in whether we succeed during our next job interview or performance review. 

Susan Whitcomb, author of Interview Magic and 30-Day Job Promotion, explains that employers are looking for candidates who can do the job, will do the job, and fit into the corporate culture, thus adding value to the company. Value can be woven into your responses to virtually every interview question via story telling. This is your opportunity to create your own chisme and land a job offer. 

Three methods of conveying value are: 

   1.  Linking your past successes and future solutions to employer’s needs.

   2.  Demonstrating a return on investment (ROI).

   3.  Emphasizing the benefits (instead of the features) of your qualifications.

Many employers prefer that you deliver your responses via behavioral or competency based interviews that asks you to outline the given problem or challenge, explain how you handled it, and describe the results of your actions. Try using the S.T.A.R. story technique – Situation, Task, Action, Results when answering these questions.

A S.T.A.R. story will allow you to craft your responses with a targeted beginning, a brief explanatory middle, and a strong ending that provides the interviewer with details that demonstrate what you can do for them. Using this format allows you to neatly link your response to employer’s behavioral or competency question and focus the conversation on how you can do the job.

S.T.A.R. stories should be concise and compelling as outlined below.

SITUATION: Define the situation or “set the stage”:

Example: I was assigned as an account manager to take over an underperforming sales territory – #92 out of 100 districts.

TASK: Identify the key objective / task performed:

Example: Our goal was to increase sales 20% and boost customer base 10%.

ACTION: Describe the action you took or initiated. This response should illustrate the specific skills you used in completing the task.

Example: I (my team or the team that I lead)

1. Conducted a market analysis and customer service survey;

2.  Identified untapped multicultural markets;

1. Developed a business plan that focused on value-added service, sales incentives, multicultural brand adoption and a referral bonus program to benefit customers;
2. Rolled out a 3-level marketing strategy to implement the plan.

 RESULT: Summarize the outcome.

 Our district ranking improved to #9 in the region within a year;

1. Store sales increased 37%; net profit margin per sale improved 7%; and  commercial customer base grew 18%.
2. My business plan was adapted for use by all account managers in the region.
3. Earned Account Manager of the Year Award.

We recommend that you prepare several S.T.A.R. stories to address various aspects of the position you are interviewing for. Your inventory of stories can represent everything from simple improvements to major achievements. They can represent individual successes or team contributions. In short, your S.T.A.R. stories will not only help you feel more confident and better prepared for interviews, but will improve your perceived value in the eyes of your potential and current employers. 

You can read out more about S.T.A.R. stories in Barron's Complete Job Search Guide for Latinos. Another great source is Katherine Hansen's, Tell Me About Yourself: Storytelling to Get Jobs and Propel Your Career.  Dr. Hansen demonstrates how storytelling is also the key to excelling in other job search activities, such as writing resumes and cover letters, networking, creating portfolios, and developing you personal brand. She takes the reader through the steps for executing each of these crucial tasks impressively and successfully. The book also focuses on on-the-job storytelling that enables you to capitalize on opportunities to advance.

Below is a S.T.A.R Story Worksheet to assist you in building powerful responses to job interview and performance evaluation questions.

¡BUENA SUERTE!

Posted by Murray A. Mann and Rose Mary Bombela-Tobias

Principals, Global Diversity Solutions Group LLC and MulticulturalResumes.com

Authors, Barron’s The Complete Job Search Guide for Latinos 

S.T.A.R. Story Worksheet

 S = Situation          T = Task           A = Actions you took            R = Results delivered

 SITUATION:

______________________________________________________________________

______________________________________________________________________

Seeking HR-Diversity-Career Management Professionals to Assist at 2011 National Society of Hispanic MBAs Career Expo - Career Management Center

The National Society of Hispanic MBAs (NSHMBA) is recruiting HR, diversity and career professionals to volunteer to critique résumés, conduct mock interviews and provide career coaching at the 2011 Annual Conference and Career Expo - Career Management Center. The event will be held from October 13th-15th at the Anaheim Convention Center in Anaheim, California.
 

This year’s conference is expected to attract more than 8,000 attendees and over 250 corporate and academic exhibitors.

NSHMBA is known as one of the premier Hispanic organizations in the country and works to prepare Hispanics for leadership positions throughout the U.S so that they can provide the cultural awareness and sensitivity vital in the management of the nation’s diverse workforce.

Colleagues who have participated in previous national conferences have called this event one of the best volunteer opportunities they have experienced providing not only an opportunity to build pro bono hours but also to work with top talent at an exciting and vibrant event.

To learn more about the 2011 NSHMBA National Conference and Career Management Center, click on the following links:

http://www.nshmba.org/2011_conference/attendee and http://www.nshmba.org/2011_conference/career_management_center

You can volunteer directly online through our dedicated career expert registration system at: http://www.nshmba.org/conference/CMC-Volunteer. The system will allow you to secure your free registration, conference badge, benefits, set-up your volunteer schedule and identify your coaching preferences, including target audience.

CAREER MANAGEMENT CENTER HOURS / VOLUNTEER SLOTS

You may volunteer for hourly, half-day or full day slots for any of the following days:

• Thursday, October 13: 10:00 a.m. to 7:00 p.m.
• Friday, October 14: 9:00 a.m. to 6:00 p.m.
• Saturday, October 15: 9:00 a.m. to 2 p.m.
 

VOLUNTEER BENEFITS
 

We want to make this experience a win-win for all our volunteers.  As part of this effort half and full-day volunteers will be provided with:

• Extended refreshments or Lunch
• Parking
• Entrance to the Career Expo
• Access to Professional Development Day workshops
• General receptions and networking events during all three days of the conference
 

Additional Volunteer Benefits

Volunteers with 12 or more hours will have access to invitation only sessions and events.

Career experts may prepare a one-page handout with résumé or career tips and business contact information for distribution.

CAREER MANAGEMENT CENTER VOLUNTEER OPPORTUNITIES

You may volunteer for one or more of the following areas.

• Résumé Clinic: HR and career management experts will spend approximately 10 to 15 minutes critiquing a job seekers résumé.
 
• Mock Interview Clinic: Formal interviews are scheduled for 20 to 30 minutes. Interviewers will be provided with interview questions and critique form.
 
• Elevator Speech Clinic: Coaches will spend 5 -10 minutes assisting individuals with their introductions for networking, Career Expo booths and formal onsite interviews.
 
• Job Search Clinic: Coaches will spend approximately 15 to 20 minutes assisting participants on their specific job search needs.
 
• Career Management for Professionals and Executives: Coaches will spend approximately 20 to 30 minutes assisting working professionals on their specific career management needs.
• Entrepreneurial Coaching: Coaches will spend approximately 20-30 minutes assisting individuals who are preparing to start their own business or seeking assistance in growing their businesses.

The Center will also have a computer center for editing and reproducing résumés.

We will provide you with onsite instructions and resource material for each of the above services when you volunteer.

If you have any questions, contact Murray A. Mann or Rose Mary Bombela-Tobias at CareerCoach@nshmba.org and 312-404-3108.

How to TRIUMPH Over Illegal, Inappropriate, or Offensive Interview Questions - Part 4

The final 3 TRIUMPH™ strategies are the most difficult. It is important to read the full series to identify the best approach for you and the specific interview situation.

5. Mention the error diplomatically

Examples:

Their Question:  “Are you a U.S. citizen?” (for jobs not requiring U.S. citizenship, most don't)

Your Answer: “Yes, I am. I hope you do not mind but you may not be aware that the question as worded is unlawful. I believe it is appropriate to ask applicants if they are authorized to work in the United States.”

Their Question:  “Do you have children?”

Your Answer:   “I know we’re not really supposed to talk about these types of things in an interview setting, but I have one child.” 

These responses should keep the interviewer from going any further with inappropriate lines of inquiry. It also shows the interviewer that you are knowledgeable about the law and able to quickly compromise and solve problems.

6. Politely refuse to answer the question

You have the right to refuse to answer an illegal question. It is understandable that you would refuse to do so. But bear in mind that there is a fair chance that you will not get the job if you decline to answer. You may or may not.

A flat refusal to answer may harm your chances of being hired for a position if the interviewer sees you as an uncooperative or stubborn person.

By selecting this option, you'll be within your rights, but you'll also run the risk of coming off as uncooperative, stubborn or confrontational - hardly the words an employer would use to describe the "ideal" candidate.

Example: If the interviewer repeats the same illegal question after you tactfully ask for a clarification as to the job relatedness of the question.

Their Question: You have one child are you planning to have more?

Your Answer: “I do not feel comfortable answering this question because it is not related to the requirements of the job or my ability to perform them.”

Start Taking Notes: At this point your should openly take notes including the specific question, the context surrounding the question, date, time, location, interviewer's name, witnesses (if any), business unit and the company. 

Most employers will realize the potential consequences when you start documenting your discussion, and it is unlikely that the interviewer will pursue the issue further.

7. Hit the road - Gracefully and professionally excuse yourself

If the idea of working for an employer who condones the asking of inappropriate or illegal questions turns you off, and you know that you would not want to work for this company, then you may want to end the interview.

Example: 

Their Question:  What does a smart cute chica like you think it takes to be successful in this job?

Your Answer: Excuse me? What do you mean by this question?

Their Reply:  You know what I mean. We have several well-qualified applicants for this job. What can you offer me that they can’t?

Your Response:  I think I am ending this interview right now. It is not appropriate or professional of you to call me a “smart cute chica”. I am offended by the implication that I have to offer you anything to get this job beside my skills and qualifications. 

Next, Immediately go somewhere and write down everything that transpired. 

In part 5, we will discuss what you can do if you have been discriminated against at the interview.

You can read previous TRIUMPH™ series posts at:

How to TRIUMPH Over Illegal, Inappropriate, or Offensive Interview Questions - A 5 Part Series

How to TRIUMPH Over Illegal, Inappropriate, or Offensive Interview Questions - Part 2

How to TRIUMPH Over Illegal, Inappropriate, or Offensive Interview Questions - Part 3

We welcome your comments and suggestions on handling illegal, inappropriate and insensitive questions that we can be share with yur readers.

                                      ¡BUENA SUERTE!

Posted by Murray A. Mann and Rose Mary Bombela-Tobias

Principals, Global Diversity Solutions Group LLC

Authors, Barrons The Complete Job Search Guide for Latinos