When Job-Interview Questions Become Too Personal

“Rather than probing too much, one of my
bosses on a previous job many years ago took the opposite tack: He
simply stopped talking and stared at the applicant for a minute or more
of stony silence. The strategy: To size up candidates’ poise. Would they
jabber senselessly to fill up the silence, pose an intelligent
question, or squirm in anxiety?”

Ugh - I hate people like this. I would jabber “senselessly” and I’m a
perfectly intelligent, poised person. Why would you pose an
intelligent question to somebody behaving like a freak?

I’ve been asked
family planning questions by interviewers who had to know better. In
each case, I replied without displaying my disccomfort. I was not happy
about the interview, but I wouldn’t have been working directly for him.
If we want that job, what other choice is there?

“What is
the meaning of life?”

Now THAT’S a question I’d love to see reporters throw at a candidate for
public office, preferably a higher office such as Senator or
Congressman. And I’d live to see the candidate stand there with his (or
her) mouth hanging open, trying to remember if that was one of the
questions his handlers had prepped him for the night before. It would
make a great YouTube moment, as well as reminding the voters that the
folks we are sending to Washington these days are neither the best nor
the brightest.

Elys -
why not just say, “I’m sorry, I don’t see how this is relevant to the
job” and leave it at that? It could be a warped test of sorts - to see
if you had the gumption to refuse to disclose such personal information.
I would have plenty of respect for a person who redirected or simply
said, “sorry, not your business.”

I used to have to coach my old boss on what not to ask. He was a
friendly, grandfatherly sort who had a knack for asking pretty young
women about men and babies. I gave him an all-out lecture on this after
one particularly horrible interview when I was half-afraid the
candidate would run straight to the EEOC with a transcript of the
debacle.

“What is the
meaning of life?”

What a meaningless question. You would hire someone good at giving
clever quips rather than qualified employees. I guess his management
style is granade throwing.

I interview
college graduates, both under graduate and graduate and it seems that
they are getting coached on how to inteview, that they forget the
inteview is about why you would hire them. My last question is why
should I hire you and I’ve had answers from my girlfriend has relatives
where your company is located to I have been in rotation programs before
and I can hit the ground running. Simple answer is that I get it done.
When given the opportunity, being self motiviated and self directed, I
deliver high quality work.

A
classmate of mine who has her own firm likes to ask candidates if
they’ve ever been a best man or maid or matron of honor in someone’s
wedding. She likes to know if the candidate has made an important
enough impact on someone else’s life to be honored in that way. Not
sure what it reveals about their potential as an employee, but I thought
it was an interesting approach.

Unfortunately,
bias tends to be a lot like art, you know it when you see it but it’s
darned hard to pin it down unless it’s really overt. Identifying certain
questions as toxic tends to have the unintended consequence, not of
diminishing bias in the workplace, but of offering advice on how to do
it without leaving a smoking gun.

Any
manager who asks a prospective employee about family planning in this
day and age is so oblivious that, even if one wouldn’t be working for
him/her, one should take a pass on any job offer. Even if the company is
not sued or fined out of existence, such questions indicate systemic
incompetence in company management.

I haven’t been
asked anything inappropriate during interviews, thank goodness. I
remember when I was interviewing for my law firm summer job during
school, they all asked why I was interested in X city, because it was in
a different place from Y city where I went to school, but that’s as far
as it went.

As an
interviewer, my favorite question to ask is, “What was the biggest error
in judgment you have made in a previous job. Why did you make it and
how did you correct it?” I like to see people admit they have made
mistakes and own up to them. It’s interesting to see if they will admit
to a personal or professional error.

I was
once asked “what is your personal relationship with Jesus Christ?”
Apparently since they were registered as a religious organization, they
were allowed to ask the question. I was taken aback but ultimately
found it funny because I have an obviously Jewish last name. I didn’t
get the job.

I used to ask
how many manhole covers there were in a particular city. This was to
check for problem solving ability. It also would catch the candidate
off-guard. Most did not do very well. They had no idea or just gave
up.

I was
asked about my religion as an interviewee and inappropriate family
planning questions as an employee. It happens. Frankly for my current
company having a family reason to be tied to a specific area is seen as a
good thing and I knew that going in. I think among two equally
qualified candidates the person with a large extended family in the area
and who is planning to have kids and settle there long term would have a
better shot at the job. The single person who has no reason to live in
that area will more likely leave just as we have finished training and
we would lose all of the investment in the employee.

Great
photo of Ken Jeong and John C. Reilly from the film Step Brothers.
Interesting choice.

SWVA
Mom - excellent question! Depending on the nature of the job, I have
asked: “Tell me about a time when you did not see eye-to-eye with your
supervisor (or team member) and how you resolved that situation.” I
love having people own up to being imperfect (or not universally
agreed-with) and I enjoy seeing different problem solving styles. I
have had the occasional cocky young guy say, “Oh, I can get anyone to do
anything!” Wink ;-) Funny, but not really my cup of tea. On the other
hand, I am sure different industries are looking for different things
and that guy might be just the ticket for other lines of work.

what is your
personal relationship with Jesus Christ?

He’s a friend on Facebook

What value does
“catch the candidate off-guard” provide? I think it a control issue on
your part.

Ad
executive Michael Mathieu told the New York Times that he likes to ask
candidates, “What is the meaning of life?” He said, “It’s a fun question
because no one’s expecting it.

Well, they are expecting it now!

What’s
missing here is whether interview questions, or one-time interviews
themselves, are really indicative of the on-the-job performance of the
person you are hiring. OK, so someone aces the interview (define
“aces”), then performs miserably on-the-job. Just because someone can
answer interview questions with poise, they could have been coached. Are
we really looking for a personality in an interview? Trying to hire
someone with whom working would be pleasant, even if that person is not
the most technically qualified? I’m not sure that most people understand
the difference between interview-behavior and on-the-job behavior. I’ve
been on too many interviews where the interviewer tries to lord his or
her power over the poor interviewee (which is a red flag for the
interviewee in my experience). Remember, the interview is revealing for
both parties.

Trying to
hire someone with whom working would be pleasant, even if that person is
not the most technically qualified?

That’s usually the case in my business. We deal with technical
people who can be very qualified but are impossible to work with. In
many cases it’s because some of the technical requirements are driven by
politics. “Yes, it would make sense to do A but unions and the
department heads won’t agree to change their workflow.” Some people
have a real hard time with that and balk at implementing solutions they
don’t feel are ideal.

I hate
silly trick questions and tactics (like the staring one, or someone
asking what kind of tree you would be if you were a tree, or the
“meaning of life” question). I look at someone’s background and work
history to see what kind of jobs they’ve held, ask questions relevant to
our industry, etc. Maid of Honor/Best Man? Really? Even that one seems
odd to me.

And, regarding the “when did you graduate from high school” could
actually be a verification that someone is qualified and has graduated.
I’ve seen several resumes for positions that state “Attended X College”
and then list a 4-year span–or just leave the years off completely, for
jobs in which a degree was listed as a requirement. These applicants
likely didn’t finish college, and yet were applying for a position where
that was considered a requirement. (I’d rather not get into a
discussion about whether that makes sense or not–bottom line–>degree
required.) So IMHO, it’s perfectly legitimate to ask “when did you
graduate?”

I’ve been asked questionable things (are you married? Aren’t you
bored in (small city)?) but not in a while–I don’t know if employers
have gotten smarter, or if I’m doing a better job choosing where to
interview!

What
value does “catch the candidate off-guard” provide? I think it a
control issue on your part.

It shows how well they can think on their feet. That can tell you a
lot more about a candidate than their rehearsed answers to the standard
interview questions.

Editors,
can you please get the “you are posting comments too quickly” error
fixed?

” And,
regarding the “when did you graduate from high school” could actually
be a verification that someone is qualified and has graduated. I’ve seen
several resumes for positions that state “Attended X College” and then
list a 4-year span–or just leave the years off completely, for jobs in
which a degree was listed as a requirement.”

What if you just put down the degree you earned? Then it’s clear you
finished. I leave off my graduation dates off my resume, and still
they ask the date I graduated from college (easiest one to calculate
age). I’ve had people interested in meeting with me, ask for the date,
and then I never hear from them again. Anyone have suggestions for how
to combat this?

@NEGirl, the
question would then be “did you finish high school” not when. Degree
verification can be done without asking when a person attended a
college. Plus degree verification can be done by a 3rd party background
check.

Can the
Juggle please discuss this from an employer’s perspective? This blog
(and other parenting blogs) seem to always look at this as if parents
are discriminated against, yet the point of view of the hiring company
is never considered.

Anyone have
suggestions for how to combat this?

Maybe try - “Oh, I didn’t know you were allowed to ask that…”

I’d assume they would just move on to the next question….

Just a thought….

Editors, can you please get the “you are
posting comments too quickly” error fixed?

When you get the error page, just wait 30 seconds and then hit F5.
You may have to do that twice. Don’t hit the back button — just F5 the
error page.

Sure… You start.

When
you get the error page, just wait 30 seconds and then hit F5. You may
have to do that twice. Don’t hit the back button — just F5 the error
page.

I can get it to work eventually, but I still get it at least twice on
almost every post. There’s no reason why they can’t get their IT
people to fix it.

I have not gotten it 13 times trying to post this. We’ll see if it
ever goes through.

On the
employer’s side, I favor what’s now being called “behavioral” questions.
Make the applicant tell you about how he/she dealt with a particular
issue in the past. Great way to challenge the candidate and get
information that will be useful in your consideration of that person.
Some samples are like these:

Tell me about a recent situation in which you had to deal with a very
upset customer or co-worker.

Give me an example of a time when you used your fact-finding skills to
solve a problem.

Tell me about a time when you had too many things to do and you were
required to prioritize your tasks.

I was on a committee recently in my town to interview candidates for
school superintendent. We used questions like these, which in my
opinion gave us more useful information that the “meaning of life”
questions::

Please give us an example of what you have done to address parents’
concerns about the academic curriculum in your school district.

Please give us examples of how you have held employees accountable
for performance, in both teaching and administration.

JMK & Denver
Dad - I work in accounting, I don’t need someone quick on their feet. I
need thoughful answers and I think I can tell canned repsonses. I like
asking about problem solving, a follow up question from me would also
weed out the BS. When I work with people, I don’t trick them and then
see how they do. The trick questions, if the originate from HR, are a
waste of time.

In my
line of work, we don’t get “What is the meaning of life” questions.
Instead, we get puzzles. Grrr, how I hate those puzzle questions. They
are such a poor indicator of job performance - they measure how well you
can come up with a quick solution when put on the spot, not how well
you can analyze a real situation and present good (usually written)
solutions that take politics (as A Son noted) and user capabilities into
account.I wish they would ban all puzzle questions from interviews.

I also wish interviewers would actually bother to read resumes, which
doesn’t seem to be the norm in the software industry. I’ve even had
co-interviewers act really surprised when they see me reading the
resume, as if that would only be for weenies. Once, when I was the one
being interviewed, the fact that I had worked PT for a number of years
came up. The intervewer leaned forward and asked “How do you plan to
catch up technically after those years of working part time?”. Um, if
you had READ my resume, you would have seen that during those very
years, I was on my company’s task force to re-architect the entire
software product, and that I had successfully turned in large projects
using very up to date technology, the same technology that you are
supposedly hiring for. But I suspect he had never bothered to see what I
had actually worked on.

Dan,
then obviously that’s not something you need to look for. But there are
a lot of positions where you (the general you, not you specifically) do
need someone who can think quickly, so it makes sense that you would
ask questions that will allow you to evaluate that.

To Minneapolis: “Elys - why not just say,
“I’m sorry, I don’t see how this is relevant to the job” and leave it at
that?”

Downside to that is that you may come off as antagonistic - right
there interview is over. It is sad that people will ask these types of
questions. I got those and more when interviewing at major companies as
recently as three years ago.

I
find it amazing what people will routinely do with information on their
own resume if you give them a bit of rope. You don’t even have to ask
difficult questions. I frequently encounter people who can’t describe a
project they’ve listed prominently, can’t answer why they chose a degree
program they’ve allocated meaningful real estate to, or can’t summarize
their career progression. I think anything someone puts down on their
resume is fair game to ask questions about, and I find that you don’t
really need trick questions if you are come to the interview prepared.
The other thing that gets me is people who give references without
actually making sure their reference will be helpful to them, or put
down facts about their education that stretch the truth, figuring noone
will check. I remember interviewing a woman once who put in writing
she’d completed her undergraduate degree at Columbia and gave a lot of
information about her coursework that turned out to be made up. She then
provided the dean of her field of study as a reference — when I called
the guy he said he was surprised she’d given him as a reference as he’d
been instrumental in her not receiving her degree!

If I see
the degree listed, no I don’t ask what year.

and still they ask the date I graduated from college (easiest one
to calculate age).

My mom finished college when I was in elementary school. The year she
graduated would in no way give someone an idea of her age.

@ellie, one of my former employers was doing some resume/reference
checks on a job candidate once, and discovered upon calling one of the
references that most of the resume was either substantially embellished
or outright lies (including graduating college). It baffles me why
someone would outright lie on a resume–this was in a smallish town in a
very small industry. Word gets around.

If
somebody asks an inappropriate question, answer it. Then, if you’re not
hired you can argue that it was on the basis of your answer to the
inappropriate question.

I like to ask questions that allow the
candidate to demonstrate their thought process and people/political
skills. Examples are:

- Describe the most difficult problem you have had to solve. Explain
how you solved it.

- Tell us about a situation that required that you stand up for a
decision even though your manager/s opposed it.

Most importantly
in an interview you need to ascertain how well the employee performed
in their most recent related job. The best way to do that is to ask -
Who did you report to when you worked at company X as a Financial
Analyst? How many other Financial Analysts reported to (John or Helen or
Andy)? What will John say was you greatest strength and where will he
rank you among his six direct reports when I call him? Why?

Remember
that employers have requirements they are trying to fill. While the
vast majority of employees are going to do their best for the company,
there are some that will take advantage of their situations. A hiring
manager does need to know everything they can learn to determine if a
person will be a responsible employee or will be taking a lot of time of
for parenting activities.

As to illegal
questions, such as those obviously designed to ascertain age, simply lie
credibly in the verbal interview and leave the date of college
graduation off the application. Same thing with pregnancy questions,
marital intention questions, etc. You later may want to think about
whether to accept a job with a boss who asks such questions; but at
least you will have the choice.

Naturally I’m assuming that you started the experience section of
your resume with a job that presents your age as the youngest possible
credible one.

We now
include a case study and have people verbally go through their
conclusions and methodology. It is very helpful in assessing how ready
the candidate is for our work.

Sully - how does that question help when someone is leaving a company
where they have a horrific manager?

Sully: I
don’t think you can ask any of those questions either. You are allowed
to get references and that may be their prior supervisor but the most
you are allowed to legally ask is whether or not they would hire that
person again.

I
would love if someone asked me the “meaning of life” question. That’d be
an easy one! Hasn’t anyone seen “City Slickers?”

Jack Palance: “Do you know what the secret of life is? One thing.
Just one thing. You stick to that and everything else don’t mean shit.”

Billy Crystal: “Yeah, but what’s that one thing?”

Jack Palance: “That’s what you’ve got to figure out.”

My Mom
had an interview yesterday for a housekeeping position. She was asked
what her after work activities were and what education her daughter
obtained after coming to USA. Then, she insinuated that it is unlikely
to attend a prestigious institution after a short time in the States.
She was also asking her about private lives of my Mom’s old employers,
whom, it turns out, she knew.

We now include a case study and have people
verbally go through their conclusions and methodology. It is very
helpful in assessing how ready the candidate is for our work.

That’s a great idea. Allows for back-and-forth between the
interviewers and the candidate, too. So much better than staring at
them silently.

We used to ask questions about mistakes they’d made and how they’d
dealt with the outcome. People say amazing things, or else they insist
on picking an example that’s obviously supposed to make them look good —
kind of like answering “I’m a perfectionist” or “I’m a workaholic” to
the “what’s your worst quality?” question.

Anonymous -
there is nothing illegal or immoral about asking a candidate how he
expects his former boss to evaluate him as to weakness, strength, etc.
In some cases former bosses (or their companies) refuse to give
references. If that’s the case at least you have the answer of the
potential employee to evaluate for honesty.

MiaMamma - Good point, anybody can have a bad job experience and most
people have if they’ve been employed for any length of time. In fact
it’s a good idea to interview a person until you find the work skeleton
they are hiding in in a closet so that you can evaluate whether you can
live with it.

As to a person who who had a horrible manager you will learn something
from how the person describes his or her issues with that manager. And
then, of course you will ask that same series of questions about another
job and another manager. If the second manager was also “horrible” you
can ask about a third manager, or you can decide to allow the candidate
only two strikes before they’re out.

During
a job interview several years ago, the CEO leaned forward in his chair,
lowered his voice, and asked me: “Just between you and me, what church
do you attend?” Flabbergasted and caught off guard, I told him the
denomination. He said “good” and then offered me a job.

I would hope that the questions about the
private lives of former employers were to determine that your mother
would say something like “I’m sorry, but I believe in the
confidentiality of private information of my former employers, just as
I’m sure you would want me to keep your private information confidential
and not share it with others.” I certainly would not want to hire
someone to work in my home if she were in the habit of discussing things
about my private life with others.

“I
would hope that the questions about the private lives of former
employers were to determine that your mother would say something like
“I’m sorry, but I believe in the confidentiality of private information
of my former employers, just as I’m sure you would want me to keep your
private information confidential and not share it with others.” I
certainly would not want to hire someone to work in my home if she were
in the habit of discussing things about my private life with others.”

A very, very strange way of discerning that trait. And I’m sure
somebody interviewing for a housekeeping position would feel comfortable
speaking that way to a potential employer in this economy!

“I’m
sorry, I don’t see how this is relevant to the job”

“sorry, not your business.”

“Oh, I didn’t know you were allowed to ask that…”

“I’m sorry, but I believe in the confidentiality of private information
of my former employers.”

These answers are absolutely perfect for someone who wants to ensure
that he doesn’t get a single job offer.

“I think among two equally qualified candidates the person with a
large extended family in the area and who is planning to have kids and
settle there long term would have a better shot at the job.”

I know, absolutely, and I definitely understand the thinking. When I
was first interviewing, though, it took me a little while to figure out
why they wanted to know what I liked about the area. I kind of thought
it was filed under that friendly, how’s the hotel, was the traffic OK
kind of banter. I guess I’m not that quick. The recent track records
of my single vs. married friends play this trend out perfectly though.

Regarding the interviewers who ask a question and stare at you…I had
one once. He wasn’t specifically my interviewer, it was more like one
of those all-afternoon extravaganzas where I got shuttled around here
and there; “Oh, so and so definitely wanted to meet with you, let’s see
if he’s available now…No, we’ll come back, let’s show you around a
little bit and we’ll get a bite to eat, then I’ll introduce you to…” So
I ended up having about six “interviews” for one job.

Anyway, this one director was the kind of person who would ask a
question and during my answer would stare at me completely poker-faced.
No verbal affirmations, no expression changes, nothing. When I
finished, there would often be a long pause, so sometimes I would wait
about 10 seconds, add a little more, wait, and so forth.

I thought “Yikes, this guy likes tough interviews.” I was ultimately
offered the job but turned it down for other reasons.

A few years down the road, and he’s working for a different company
and we’ve been working for/with him on occasion. Turns out, that’s not
his interviewing personality, that’s just the way he is in normal
conversation. I was absolutely floored. He’s a really nice guy too,
but darn if he isn’t uncomfortable to talk to sometimes.

I
probably hired 40-50 people during my career. One of my favorite
questions was - if we were to ask your current co-workers about you,
what would they say. It’s amazing what responses I would get. Everything
from the predictable - “I’m a hard worker and really conscientious” to
“I’m really difficult to get along with”. I also found the situational
questions to be very helpful in making the hiring decision. And I never
wanted HR people in on the interview. I found them to be totally
useless.

I’ve
never had uncomfortable personal questions during an interview. I am
grateful that the law prohibits asking questions not relevant to the
job. This is overseas - my mother used to be frequently asked very
personal questions questions about her family, religion etc while
climbing up the ladder. As a woman she was one of very few in senior
management and she said she had a good mind to tell her interviewers to
cut the c***p.

I recently had an interview where the interviewer had a checklist of the
situational behavior type questions posters mentioned above. This was
an internal position and we are all told in advance to expect this sort
of interview. The interviewer kept checking off the questions to make
sure he had the sheet filled out for HR.

After he was done we had more of an easygoing conversation where he
asked me about my past experience etc. I felt the first part of the
interview was a sheer waste of time. Some interviewer are comfortable
with behavior questions, some are not. I did not get the job but did
receive feedback that I interviewed well but they went for a candidate
with more experience.

“Are you
planning to have children any time soon?”

“It’s funny, my mum keeps asking me that as well”

“So what do you say to her?”

“None of your business !”

I’m a
military wife and usually employers look at my resume and say something
like:

“Gee, you sure have moved around a lot . . . . .” and then I guess the
implication is that I should explain why. “I’m a military wife” sounds
better than “I’m a derelict who can’t hold a job” but still conveys the
information that yes, I’ll probably move away which might mean you
shouldn’t invest any money in training me or count on me to be moving up
the hierarchy anytime soon. Any advice on how to answer that in a way
that won’t hurt my chances?

Anon @ 7:25am, I’d be up front about it. It
may hurt your chances, but I believe it’s the better way to go. That
would always be my instinct, but I’ve also put this in practice once. I
was interviewing in a town where we’d only be for two years given DH’s
training, and I let the firm know from the start that was the deal.
There was *some* chance we could stay longer, but I let them know it was
only possible, not probable. When it came time for us to leave town,
there were no hard feelings from my firm, the firm partners offered
recommendation letters and I am still in contact w/ them. Had I lied or
lead them on about my plans, our parting would’ve been far different,
I’m guessing, and I wouldn’t have been able to blame them. Depending on
your profession, the network can be pretty small, and I think ensuring
your reputation is good is the key. Best of luck!

I
find asking candidates, “Can you please share with me some information
on a topic that you are personally passionate about?” to be very helpful
in getting a glimpse beyond their corporate facade. It’s surprising
that some people are unable to think of a topic and it is even more
suprising to hear some of the topics candidates immediately choose to
share.

Andrew W Dix

Author, “Life Matches: Fire Up Your Life!”

http://www.lifematchesbook.com

I have
been asked several such questions, like: which party will rule india?
what is your view on politics? Do you like Mahatma Gandhi? If yes, Why?
if No, Why?

Seems that interviewee is prepared to ask such type of questions.

At last I was rejected!

But, when someone ask these type of questions, I answer them quietly,
but reject offers if any. This is because, if they are trying to
explore my personal view’s there might be the some case wherein I need
to compromise my personal life for their fool’s work. I don’t want this
to happen…. by any means….

I worked
for a boss back in the ’60s and ’70s who deliberately brought up
off-the-wall questions or statements when conducting an interview to
fill a professional position just to see how the interviewee - whether
male or female - would react. (He never did so with applicants for
clerical or other support positions.) One of his favorites was: “When
was your most recent homosexual experience?” He had a degree in
psychology and fancied himself an expert in assessing applicants’
motivations and “hot buttons.” He’d never survive in the present.

Thirty
seven years ago, I was applying for a clerk job in a major drug chain.
The store accepted my application, and asked at that time if I was
planning on having a child, I said no. Then they sent a woman from
the company here, from the city to interview me. Her first question was
” Why do you want to work… your husband makes lots of money?” I was
soooo young and dumb but I answered it, in detail and with a quip. I
got the job on that day.

We all know that interviewers don’t need to ask those questions now
because our background, education, familly, personal matters are all
part of public record. Interviewers can know ahead of time what your
debts are, how long you’ve lived at your current address, and what kind
of car you drive. If you’ve ever been arrested, and your work record
anywhere you worked for pay, is also part of public record.

Right
after getting out of the military I was at an interview and the woman
asked me “how many people did you kill?” Needless to say I was never
called back and didn’t really care.

bitch

Right
after getting out of the military I was at an interview and the woman
asked me “how many people did you kill?” Needless to say I was never
called back and didn’t really care.

I once
interviewed at a local, non-religious non-profit for a direct service
position working with youth. I made it through two rounds and had a
final round with the national director over the phone. She asked me all
kinds of explicit, personal questions about my family (trying, I
imagine, to get at my motivations for the work), but when she asked me
my religion, I finally clammed up and later extricated myself from the
process. I now regret not calling her out on how inappropriate she was
& reporting her to the Department of Labor.

As
a young man (whoops, I have to use the genderless, “person,” don’t I?
and come to think of it, I can’t say “young,” either, because it smacks
of age-ism), I was asked. “What is your Achilles heel?” I responded,
straightforwardly, “A tendon in back of my ankle.” I was not hired, but
I think it’s because I knew more about anatomy than the questioner.

The
meaning of Life? How trite.

Let’s
be clear:

As the interviewer, this is MY company. If you want to work for ME,
answer MY questions.

If you want to work for US, answer OUR questions.

No topics are untouchable. We have the right to know who we are
hiring, employing, and who is taking care of our customers.

Otherwise, you wind up with an IRS-like organization that couldn’t
possibly function or compete in the real world.

Job
interview?

What IS that?

1.
What kind of beer do you have in your frig?

2. L