CHAPTER 4
Different Types of Interviews
Now that we have covered the behavioral interview, you need to learn a little about some other interview types that you might encounter. This list is by no means all-inclusive, as new trends in interviewing are popping up daily. However, with a firm mastery on behavioral interviewing and a good understanding of these other interview formats, you will be set to win the interview.
Problem-Solving
Why is a manhole cover round?
How many quarters would it take to stack up as high as the Washington Monument?
You might be asking, “Are you serious?” Yes—these are real interview questions. This style of interviewing seems to be getting quite popular in the advent of Google and Microsoft trying to see who will come up with the most clever question each year.
When answering problem-solving questions, you must address the thought process involved in dealing with the issue, as well as the solution or answer you propose. The interviewer is more concerned with seeing how you tackle complex problems than he or she is with your specific answer. Much like the SOAR Method, I have developed have a simple way for you to remember how to go about answering these questions. Just remember that problem-solving is usually done in CLASS.
Why is a manhole cover round?
Before you go spouting off one of the most common answers, be sure you remember to apply the CLASS method to share your reasoning. Here are some of the most common responses:
Because manholes are round!
A round manhole cannot fall through itself. Conversely, if a square cover were placed diagonally across a square opening, it would fall through the hole.
The tube it covers is round because the circular shape offers the best compression ratio possible to the underground pressure.
When placing, they do not need to be rotated or orientated in any particular direction, which could be a problem because of their weight.
More easily moved by being rolled.
Tradition.
Supply and Demand—where would you buy a square one?
Here is how you would apply the CLASS method to respond.
C: Well, as I am sure you know not all manhole covers are round.
L: In fact, some countries use triangles to indicate water flow direction.
A: I am sure you are asking about the majority of manhole covers here in the United States, right?
S: I think that that when manhole covers were first introduced to our country, they were most likely delivered to various staging points during construction and then rolled into place manually.
S: So, I believe that manhole covers are round due to a combination of ease of movement and tradition.
How many quarters would it take to stack up as high
as the Washington Monument?
If you are like most people, you are now wishing that you had paid attention in your high school trigonometry class. But you don’t need to worry about that if you use the CLASS method! Now if you happen to know off the top of your head that the Washington Monument stands 555 feet tall, then you will really impress the interviewer with your trivia knowledge. But even if you don’t, all you have to do is apply the CLASS method to walk him or her through your logic.
For the following example, let’s assume you did not know the exact height of the structure.
C: Well, because I do not have the actual dimensions for a quarter or for the monument, I am going to have to make some assumptions.
L: If I understand you correctly, you want to know how many quarters it would take to equal the height of the Washington Monument, right?
A: Are you referring to the Washington Monument on the mall in Washington, D.C. or the original Washington Monument in Baltimore?
When you say “as high as the monument”, do you mean above sea-level or above ground?
Does it matter if the quarters are stacked end to end or one on top of the other?
S: By estimating that the average diameter of a quarter is approximately 1 inch and estimating that the monument is 600 feet tall, I would then use a simple calculation to reach a conclusion: 600 × 12 = 7,200
S: Therefore, I think it would take 7,200 quarters stacked end-to-end to equal the height of the Washington Monument.
As you can see in these examples, it is the process that is more important. The interviewers want to observe your cognitive skills in action and under pressure.
Telephone
Many interview processes start off with a phone interview. Phone interviews are even harder to demonstrate your skills and abilities than face-to-face interviews because the interviewer cannot see your enthusiasm or read your body language. They can, however, pick up on several clues that might prevent you from getting the face-to-face. I have yet another acronym for you to remember—IMPRESS. Just remember that you want to IMPRESS the interviewer to get to the face to face.
Inquire
Always start off a phone interview by asking the other party if you have a good connection and be sure they can hear you clearly.
Minimize Distractions
Most people conduct phone interviews from home or work, if they have a private office. The one thing you should never do is a phone interview in a place where outside noise or calls for your attention could distract you. Make sure you are in a quiet room with the speakers on your computer muted and your other devices (phones, intercom, and so on) turned off.
I once had a candidate conduct an interview for a position with a marketing company where he would be working from his home office the majority of the time. I briefed him on the IMPRESS method and made sure he was fully prepared for the interview. About 15 minutes after his scheduled interview time, the hiring manager called me to ask why I had wasted his time with someone that clearly was not able to handle the work/life balance needed to function out of a home office. As it turns out, five minutes into the interview, the candidate’s 2-year-old daughter came running into his office screaming for her daddy.
Phone Settings
Never use a mobile phone for a phone interview unless it is your only option. Even then, make sure it is plugged in to a charger and you are in a location with full reception. If you have call waiting, you should temporarily disable the service. For those of you that use a headset, make sure it has a full charge and you are within range.
Resources Up
One of the best things about a phone interview is that you can have your computer up and running as you speak. This can be especially helpful when referencing your accomplishments on your resume, if you need to do some quick research on the company, or if you need to refer back to your matrix of SOAR stories for your responses.
Enthusiasm
Make it a point to be overly enthusiastic when on the phone. Your impact presence cannot be seen so it is okay to be a bit more enthusiastic than you normally would be in person.
Stand Up
Get up out of your chair and walk around. This is when a wireless headset comes in handy. Your voice projects better when you are standing, and your energy level can be felt through the phone.
Smile
Look at yourself in the mirror and force yourself to smile. Much like standing and walking around, your energy level and enthusiasm are much more evident when you smile.
You must also remember to close using one of the techniques from Chapter 3.
Video Conference
With all the communication tools available today, some companies are reducing their travel expenses by conducting some or all of their interviews over video conferencing. Some use a professional service that they will ask you to join for free to gain access, while smaller companies may use other free tools like Skype to interact.
Aside from the reduced travel expenses, companies are trending more in this direction for some other reasons. First, they can complete the interview process faster by not scheduling the next interview weeks in advance to capitalize on lower airfare. Companies also like the fact that some of the tools allow them to record the interviews as a data file to protect themselves against any potential liability, coach the interviewers on better techniques, and allow several managers to review a standard set of responses from one question and answer session.
There are even a few third-party recruiting companies attempting to make an entry into the market by recording your responses to a standard set of questions and then allowing them to be searched by recruiters or companies looking for candidates.
From the job seeker’s perspective, the process can seem impersonal and even robotic, depending on the level of technology used. Remember to apply the same body language tips and tricks we discussed earlier and think of the camera as your point of reference for eye contact. Try to look directly at the recording device and resist the urge to look at the feed of the interviewer on your monitor.
Many of the same tips discussed for phone interviews apply when preparing for a video conference interview, including minimizing your distractions, turning off your phone, a high level of enthusiasm, and smiling often. You should also ensure that your visible area (desk, table, and so on) is clean, professional, and free of clutter. If you are in doubt, then just remove any pictures from you wall and use a blank backdrop. Attire for a video interview is the same as if you were there in person, so assume business professional dress, unless told otherwise in advance.
I had a candidate that was interviewing for a Vice President of Sales position for a Fortune 500 national service business. It was a very high profile position and the interview process was very lengthy. The candidate lived in Southern California and the company’s headquarters was in the Southeast. He had already made two cross-country trips to meet with members of the executive team, but was still unable to connect with one of the key decision-makers in the hiring process. The company suggested setting up a video conference for the two to connect as the final step in the process. It was almost a sure thing, as every person that he had met previously was eager to get him on the team. The interview was being administered by a third-party service that had a location near the candidate’s home where he was to conduct the video interview. The candidate nailed the interview. At the end of the session, however, with the camera and audio still live; he stood up and revealed that he was wearing shorts under his coat and tie. He then proceeded to announce to the technician administering the session that he hated wearing a suit and tie and that it was a good thing he would be working remotely so his new company would never know! Of course the interviewer on the other end saw and heard it all. No offer was presented because of this lack of judgment.
Social
Social interviews are a very common tool companies use to see how you act in an informal setting. Do not mistake the social interview as a break from the process or as a free meal. You are still being evaluated. Doing well on a social interview may not win you the job, but doing poorly will certainly lose you the opportunity. These interviews mostly occur over a meal, but can sometimes be held at a trade show, convention, or business networking event. Companies hold social interviews for two reasons.
The first is to get to know you in a more informal way to determine if you are really a good fit with the culture of the team. This is especially common when you might be interviewing for a team-based position. In these instances, the social interview is usually near the end of the process once they have already determined that you can do the tasks required, but they just need the confirmation that your interaction skills will make you a productive member of the team.
The second purpose is to see how you perform in a social setting if part of your duties requires you to interact with customers or prospects in public. The interviewer(s) wants to see how you engage with those outside your previously established comfort zone and assess your etiquette, social grace, and manners.
Here are a few pointers for your next social interview:
Meals
• Order conservatively, even if you are at a fine dining restaurant. It is okay to order a nice meal, but just do not go over the top. For example, if the interviewer takes you to The Palm steakhouse, go ahead and get a steak, but hold off on the surf and turf combo with the five-pound lobster.
• Be polite and courteous to the host and wait staff.
• Try not to order anything that requires you to use your fingers or hands.
• Wait until everyone is served before you begin eating.
• Set your knife and fork down after every bite.
• Place your napkin in your lap.
• Offer to pay for your meal—they will never let you, but it shows gratitude.
• Thank everyone present from the company for the meal.
My team and I were interviewing a candidate to come work for us as a recruiter. After a full morning of interviews, we all felt pretty good about him and signaled to each other that he was a candidate worth continuing the interview process with by taking him out to lunch. The candidate let his guard down and began a downward spiral that was unrecoverable. Not only did he order ribs and proceed to lick his fingers, completely disregarding his napkin; he also ordered a beer with lunch after we had all ordered iced tea. I was disgusted watching him chew with his mouth open and was thankful we had this social interview, or else we would all have been stuck with these horrible manners on a daily basis.
Drinks
• Only order an alcoholic drink if your company does so first.
• Limit yourself to no more than two drinks.
Networking Events
• If you meet people from outside the company you are interviewing with, be sure you tell your interviewers how you met them and what you discussed.
• Collect business cards from everyone with whom you speak.
• If invited ahead of time, ask about the attire.
Rides Alongs and Tours
Ride alongs and plant tours are very common steps in the interview process. Ride alongs are most common for outside sales and route sales positions. Plant tours are for production, manufacturing, distribution, and engineering positions, to name a few. Just like social interviews, you must remember that you are still being evaluated when on these types of interviews. Field rides and tours are a more relaxed setting, but they are still interviews.
For both types, be sure you bring a notepad with you. In most instances, you will debrief with the hiring manager or HR at the end of the day. They will ask what you thought, and you can then easily refer to your notes to offer specific events you encountered. It is much more professional than saying the typical response of “... it was great, exactly what I thought it would be.” Rather, list some detailed items that you encountered and close again.
Ride Alongs
The most common types are for outside sales or route sales positions. You should know going in that the company is not just sticking you with any rep or driver; it is most likely pairing you up with one of its top people. The person with whom you are riding typically has to fill out a feedback sheet on you at the end of the day that finds its way back to your application packet. So if you see him or her taking notes on you, don’t worry—it is part of the process.
The main reason people do not move forward after a ride along is because of too many outside distractions—most commonly too many phone calls. Your best bet is to leave your phone at home or in your car, but it is okay to take it with you in case of emergencies. If you do take it with you, set it to go directly to voice mail, and put it on vibrate or silent.
Last year I had a candidate interviewing for an outside sales position with a tool company. He was on a ride along with a rep from the company visiting some of the local Home Depots and Lowe’s where their product was distributed. Not only did he take his phone with him against my instructions; but he proceeded to conduct a phone interview with another company while in the car with the rep. The rep dropped the candidate off at his car and terminated the field ride early. I commend the rep for not wasting any more of his time with a candidate who could not even provide him with the courtesy of his undivided attention for a few hours.
Tips for Ride Alongs
• Ask the rep how you should introduce yourself throughout the day. Some will say you are in training while others will want you to say that you are on an interview. Whatever they suggest is what you should go with.
• Introduce yourself to the contacts or prospects.
• Get involved in the sales calls to a point. Just keep your interaction to general business questions like “How is business?” but leave the technical or industry-specific topics to the rep.
• For route sales positions, be sure you pitch in and carry some of the load. If you don’t get your hands dirty, then you will not be asked back.
• Ask questions about:
Competitors: Who is the strongest in this particular market? How do you sell against them?
Challenges: What would they have liked to know starting out that they know now? Was the training sufficient? How about support materials—proposals? Marketing sheets?
Opportunities: How is the current market? Is the prospect database big enough to support meeting President’s Club (or whatever it is called there)?
Culture: How are field sales reps supported? Is it a fun place to work?
Plant or Facility Tours
When you conduct a plant or facility tour, you are usually escorted by one of your interviewers. The purpose is to not only show you where you will be working, but also to see how you interact with the people in the facility.
Tips for Plant Tours
• Interact with the people you meet throughout the tour. Tell them why you are there and shake hands. Ask them questions about their specific work station or area of responsibility.
• Thank each person you meet for his or her time and compliment each person in some way like “…thank you for sharing that with me. It looks like you do an awesome job here and I hope to see you again soon.”
Process: Who designed the process? Is this standard throughout your company or industry?
: Equipment: How are preventative maintenance cycles conducted? What are the safety protocols associated with this piece of machinery? What is the through-put?
Environment: How do the employees feel about the facility? What are the most common employee concerns?
Panel
A panel interview consists of two or more interviewers in a setting typically meant to challenge the candidate to see how he or she performs under pressure. Panels are usually made up of an assortment of departmental managers and a representative from human resources or talent acquisition. Most panel members have a role that they assume either naturally or as a supporting character type to balance out the panel dynamics. You should know this going in and expect to encounter the following roles.
The Intimidator
This person will be easily identified because he or she will be the negative influence in the group. When dealing with the intimidator, be sure you look him or her squarely in the eye and smile as you respond to each of his or her questions. In some instances, the intimidator may make comments to other panel members without asking for your opinion. In these rare instances simply ask, “Can I clarify that for you?”, “Did that answer your question sufficiently?”, or “Would you like me to further elaborate?” At all costs, avoid getting into an argument with the intimidator. If you do, then you have lost.
If the intimidator is so negative that you feel harassed or insulted, you should stand, address the panel and state, “I’m sorry, but I was under the impression that this was a professional interview. Obviously not all members of the panel feel the same way and I would like to excuse myself. Should you like to meet again under more professional circumstances, you have my contact information.” Any company that would expose you to insults and harassment is no place you want to work anyway, so just bow out with dignity.
The Coach
The coach is your guide to success. He or she will act as your champion and tell other panel members about your successes. Your coach is usually the person that you have been dealing with to set up the interviews.
The Observer
This is the person who is hard to read and may not even speak throughout the entire panel. You should never neglect the observer and include him or her when you make eye contact during your responses to questions, from other panel members. Try to engage the observer in the conversation by asking him or her a question if afforded the opportunity.
Tips for Panel Interviews
When you enter the room, greet every member of the team. If introductions are made, be sure you jot down their names or quickly commit them to memory. If none are offered, simply introduce yourself and wait to be asked to take your seat.
When answering questions from panel members, always look the questioner in the eye and begin your SOAR story. As you relay your response, gradually shift your eye contact to each member of the panel and return to the questioner to finish your response.
If you are interrupted while giving an answer by another panel member, stay calm and acknowledge the question or comment by stating “Good question/comment, but before I reply, I would just like to add to my response from the previous question that...”
When exiting, if at all possible, shake hands with each panel member and collect a business card from each. You will need this as part of your follow-up responsibilities.
Presentations
Another type of interview you might encounter is the presentation interview. In this format, you are tasked with a sales presentation of a course of action to an audience. In this setting, you are being judged on your interpersonal skills, presentation abilities, and ability to generate buy-in for your topic. As with any presentation, you should spend 80 percent of your time preparing and rehearsing and 20 percent of your time executing.
Most companies will give you a clear set of instructions or guidelines on your topic as well as the limitations (number of slides, time allowed, and so on) well in advance. If not, it is perfectly acceptable to ask for some guidance, and even ask if you could view previously presented materials as a baseline. As always, ask about attire before you show up.
The following outline should help you formulate your presentation topic:
Develop
Topic
If you have to come up with a topic on your own to sell the audience something, stick with what you know. If you like to run, then sell them on your brand of running shoe. If you like football, then sell them on the Sunday Ticket satellite package. If you are given a topic, make sure you dig deep in your research. If you have to pull information to support your topic, make sure you use at least three different sources, and have a bibliography handy in case it is asked for by the panel or audience.
Guidelines
Stick to the playbook. Do not exceed the recommended number of slides because you want to impress the audience with your research prowess. Part of the exercise is to see how well you follow directions and to see if you can concisely relay the highlights of an in-depth topic.
Create
Outline
Use these guidelines and do not try to cram too much material into any category.
• Introduction—10 percent of material and slides. State what it is you are trying to accomplish.
• Body—80 percent of material and slides. Use the 3Cs method.
• Convey the features and benefits.
Feature—A factual uniqueness about the product or service.
Benefit—A perceived need stemming from a stated feature.
“This phone has Push to Talk.” (Feature)
“It allows you to connect without waiting for the other party to answer.” (Benefit)
• Cite references from credible sources.
“According to a recent article published by…”
“As quoted in the Journal of …”
• Cover referrals from well-known personalities.
“I use this service because...”
—Expert Name
“This product has changed the way...”
—Celebrity Name
• Closing—10 percent of materials and slides. Always check for understanding by asking, “Are there any questions concerning the materials covered?” Then close by asking each member of the audience if he or she would like to buy!
Slide Rules
• Font Size—Assume that your audience is blind. Use a big font that can be read from across the room.
• Bullets—No more than three bullets per page.
• Animation—Leave it for the PowerPoint geeks. While a bullet that flies onto the screen with the sound of a jet engine might be cool to you, it is not going to score you any points in a professional presentation.
• Rehearse—If I have not already beaten the rehearsal horse to death, we will now. Practice and then practice some more.
• Video Yourself—Look at your posture and positioning.
• Never reach across your body to point at a bullet on the slide.
• Don’t stand in front of the projected image.
• Keep focused on your audience and speak to them, not at the slides.
• Time Yourself—Stay within the time allotted, and make sure your speech pattern is not too fast. If you are not given a time in your guidelines, be sure you ask before you begin so you will not get cut off due to constraints.
• Deliver—Confidently cover your materials or pitch. Ask for questions at the end and always close.
Tests & Assessments
Many employers use tests or assessment profiles as part of the interview process. These tools are used to screen applicants in a number of different ways for a particular position. While there are many different types of tests and assessments, most will fall into one of five main categories: cognitive, skill assessment, personality profile, physical ability, and simulation.
Most employment candidates cringe when they hear the words “pre-employment testing” or “personality dynamics profile”. It is true that testing in any form can cause stress for some people, but we all must realize that pre-employment testing and assessments are not designed to eliminate you from the process. Rather, they are tools interviewers use to see how closely you fit their concept of an ideal fit. It is imperative to remember to keep a positive outlook during this segment of the interview process. If tests make you nervous, do not show it to the interviewer.
Contrary to some beliefs, employers do not use testing to harass potential employment candidates or to find ways around diversity guidelines. Testing is a big expense for most companies. Some tests can run as much as $2,000 each, and full-simulation exercises can run more than $10,000, not to mention the time involved with administering them. Some tests that are used by employers are loosely regulated by a host of different state and federal agencies. However, the majority of testing is a private enterprise with varying degrees of validity and application. Validity refers to how a test measures the desired results. Most cognitive tests have undergone extensive validity studies by trained professionals. When the government does get involved is if a candidate feels a test was discriminatory. They will look at how the test was applied and determine if it was it given to all candidates for the position, if it was given at the same point in the process, how it was administered, and so on.
You are by no means required to take a test. However, you should know that by refusing to take the test that you will most likely be exited from the process. Some job-seekers just do not want to take tests. If you feel that way, then make sure you ask the recruiter or human resources representative early on what the specific steps in the interview process are so you do not waste either party’s time.
Cognitive Tests
Most people know this type of test by their more common names: Intelligence Tests, IQ Tests, or Logic Tests. The content of these tests is made up of math problems, word associations, logic patterns, and the like. These types of tests were very common a decade or two ago, but have since lost popularity. The reason for their decline is due to the fact that some demographics or classes of the population have been proven to consistently test out lower than other socio-economic groups. As a result, there have been numerous lawsuits and discrimination claims against companies that solely use cognitive testing as a pre-employment screening tool. In today’s market, you typically see cognitive tests used in conjunction with a personality profile or even included as a segment within a personality profile.
Specific Skill Assessments
This type of test is often seen for more technical positions. Engineers, coders, and technicians typically see skill assessments as part of the employment process before even getting a face-to-face interview. While some companies use their own internally developed skill assessments, most employers rely on industry accepted products that cover their area of expertise. If you are facing a skill assessment, always ask for the name of the test in advance and on which topics you should focus your study efforts. Some employers may even offer a study guide, but some simple web research will yield you a ton of sample tests and study materials if you know the name of the test.
Personality Profiles
These tests are quite common for sales representatives and mid-to upper-level management candidates. They may be administered in person, but the trend has been moving towards taking them online from the comfort of your home or office. Some are very short (20 minutes) and some are quite long (1 to 4 hours self paced). There are so many on the market and all vary slightly, so it is nearly impossible to mention the nuances between them all. However, the most common ones are Caliper, Gallup, Myers-Briggs, and DISC.
The important thing you need to remember when taking a personality profile is to answer honestly and go with your first impulse. Your results will not be accurate if you try to outsmart the test and provide answers you think the employer will want to hear. Remember, your results are being measured against a benchmark of the ideal profile for a particular position. Typically, companies will administer the very same assessment to their top-performing individuals in the targeted role and map your responses against theirs. I have taken all the tests previously mentioned, and they all came back with a very similar description of my leadership style. Just be yourself and do not try to trick the test. The worst thing that can happen will be that the interviewer will now have a set of questions developed from the profile for his or her next line of questioning. Think of these as objections and use the ECIR and SOAR Methods to overcome the objections.
If presented with some “challenges” or “concerns” with your profile, do not get argumentative or blame the test. For example, if your profile comes back as lacking thoroughness and the interviewer brings this up you could reply by saying, “I can understand why the results might show that. I believe that I am a very focused person, have a high level of attention to detail, and always follow through on tasks. However, I am willing to sacrifice some less impactful details for the sake of mission accomplishment. Is there a specific situation in this position where this might apply?” You have now turned the table and asked the interviewer to show you when in this position thoroughness is important. You have also deflected the objection without arguing or showing your frustration towards the test.
Physical Ability
Physical Ability tests are most common when you are applying for positions that involve some type of activity that could be potentially harmful or hazardous if you are not physically capable of performing the tasks associated with the job. The most common abilities measured are strength, speed of motion, and balance. These tests are most commonly administered by a physician’s office and are not meant to be discriminatory towards people with disabilities. These tests typically involve a series of stretches, grip tension analysis, and lifting of an object similar in weight and dimensions as you would encounter in the workplace. These tests are used is to help employers minimize risk (such as worker’s compensation insurance claims) due to the most likely injuries in that particular work place that result in someone not being able to perform his or her assigned duties. The most prevalent injuries employers see that lead to lost time are muscle sprains and strains, and repetitive strain injury (RSI), the most common form of which is Carpal Tunnel Syndrome.
Simulations
The final type of test or assessment you might encounter is a simulation. Some employers will refer to this as a role-play scenario, or for more senior executives, you might hear it referred to as an in-basket exercise. Whatever the case, it is a situationally based exercise to see how you interact (with peers, subordinates, and superiors), delegate, handle stress, and prioritize. Often, you will be presented with a study pack or some type of preparatory materials in advance of the exercise itself. Review the materials thoroughly and outline how you think the assessment will flow. The most common tasks assigned during these exercises include:
• Draft a letter to a client or customer (typically in response to a complaint).
• Develop an outline for a meeting in which you have limited time to cover numerous topics. Remember that you are expected to delegate some tasks, so go ahead and assign work to your virtual team and impose deadlines for deliverables.
• Counsel a subordinate on a violation of the employment policy. Typical situations include inappropriate dress in the workplace or using company resources for personal gain.
• Counsel a subordinate for failing to meet expectations. This is common for a sales leadership position in which you will role play against a poorly performing sales representative.
The most common challenge job seekers face with these types of tests is that they fail to use the latitude given to them. Not only is it acceptable, it is expected for you to make some assumptions and steer the assessment in the direction your judgment deems best. Most simulations will come with a debriefing period at the end in which you will be give the opportunity to explain why you chose a particular course of action. Stand by your actions and explain the reasoning behind your decisions.
There is still one more final set of pre-employment screening evaluations you are likely to encounter—the background check, drug screening, and driving record check. Each of these screening tools offer the employer a clear view into your background and decision-making process.
Background Checks
We covered this a bit earlier under illegal questions, but a more detailed explanation is warranted. Employers are allowed to ask job seekers if they have ever been convicted of a felony or if they have had any DUI convictions. It is not legal for employers to ask job seekers if they have ever been arrested. Convictions are the key. Employers are not legally allowed to remove you from the process due to arrests, only convictions. Most job applications ask for this info and then your signature authorizing a records check. Most records checks look for convictions in the state in which you are applying, but some do dig deeper.
If you do have convictions, disclose them. You only look like you are hiding something when you fail to do so. Even if you have had a conviction expunged, it may still show up on the records check. The software used today is quite detailed. If you are uncertain if a past conviction or arrest will show up on your record, your best bet is to purchase a background test on yourself prior to starting your career search to see what shows up. There are countless retailers online that will return your results within 24 hours.
Drug Screening
Employers are legally within their rights to conduct drug and alcohol screening tests as requirements to employment. They do this to ensure their work environment is free from potential hazards by screening out high-risk employees from the start. Employers do have some restrictions—pre-screening or testing of applicants for drug usage can only be done if it is administered fairly and consistently and if it complies with federal and state laws. Laws do vary with some states requiring that employers only test applicants once they have been presented with a formal job offer and that the offer is contingent upon a successful drug screen. Additionally, all employers that test must have a documented drug testing policy that stipulates the testing criteria and they must provide written notice to all applicants prior to the administration of any test.
If you are given a drug screen as a condition of employment, make sure you remember to list every over-the-counter medication and prescription drug you are taking on the test questionnaire, as they may show up on the test results. Employers cannot use this data to eliminate you from employment if you disclose it and are taking it legally as prescribed by a licensed physician. The most common drug tests look for marijuana, cocaine, opiates (Oxycontin, heroin, codeine) and amphetamines (Adderall, Dexedrine, Ritalin, Benzedrine), variations of which are commonly referred to on the street as Speed or Meth.
If a test returns a positive result, most labs will run more detailed testing prior to reporting back to the employer. These tests are very thorough and you cannot “beat” them by drinking large amounts of water, as many people believe. If you believe there was an error, you can always ask for a retest, but employers are under no obligation to comply. Be warned: alcohol will also show up in blood and urine tests even if you have one drink within 24 hours of the test, so be sure to disclose that in your questionnaire, but it is always best to refrain entirely before any testing.
Driving Record Check
If the position to which you are applying requires you to drive your vehicle or a company vehicle during the course of your duties, then the employer has the right to ask you questions about your driving record and even submit to a check of your record. Similar to background checks, these typically only return results for one state, but some are more inclusive. Everyone gets a speeding ticket at some point in their lives, so just disclose any moving violations up front.