Employment interviews can be very stressful – for you, the employer, as well as for the candidate. The chapter discusses proper interview planning to ensure that you obtain the content information you need to make a good selection. For your initial post: interview problem: sex/gender Questions about an applicant’s sex, (unless it is a bona fide occupational qualification (BFOQ) and is essential to a particular position or occupation), marital status, pregnancy, medical history of pregnancy, future child bearing plans, number and/or ages of children or dependents, provisions for child care, abortions, birth control, ability to reproduce, and name or address of spouse or children are generally viewed as non job-related and problematic under Title VII. Discuss how proper planning, focused on obtaining relevant content related to BFOQ (bona fide occupational qualifications), can help avoid this particular interviewing problem. Support your discussion with appropriate examples. then respond to your classmates: Jason Thomas Not knowing the details or understanding the details of the job you are hiring for may lead you to stereotype the people you look at for the job position. You may hire the wrong person and you may discourage the right person due to the interviewers lack of knowledge and will most certainly portray that the company is not well run company. Bringing in the supervisor of the position being hired for and have him aid in the hiring or asking what he is looking for in a potential hire is. Knowing what each job duty description is and required skills needed before hand and compiling a check list of required skills will make the interviewer more efficient and easier to find the right per Wb Francher: It is difficult to talk about just one of the potential problems when it comes to interviewing potential candidates as they are all tied close together. To be in line with BFOQ I would start with the design of the interview. As the interviewer you must be preparred to conduct the interview. The interview needs to be structured in order to gain consistency between each applicant. The company should not conduct interviews that could be viewed as bias in anyway. Developing standard questions will boost reliablity and can reduce bias by giving each candidate the same opportunity. Of course as the interviewer, you must fully know the job description in order to hire the best candidate for the job.