Final answer:
A legal interview question is one that pertains to the job's requirements and the applicant's ability to perform those duties, such as asking if they can perform the job with or without accommodation. Illegal questions involve protected personal characteristics. It's important for employers to focus on qualifications and job-related abilities to avoid discrimination.
Step-by-step explanation:
The question which asks, 'Are you able to perform the duties of this job with or without reasonable accommodation?' is an example of a legal question during an interview process. This question is in compliance with the Americans with Disabilities Act (ADA) as it pertains to the candidate's ability to perform job-related duties and not to their medical condition(s) in general. It's essential to avoid questions that relate to a person's protected characteristics like disabilities or health conditions, as it could lead to discrimination and potential legal issues.
Questions that are illegal and should not be asked in a job interview include asking about a candidate's birth state, disabilities, or any other personal attributes that are protected under federal law, as enforced by the U.S. Equal Employment Opportunity Commission (EEOC). Employers must focus on the applicant's qualifications and ability to perform the job, rather than personal traits that have no bearing on job performance.
When constructing interview questions, they should be tailored to assess specific skills required for the job. An example of a good question could be, 'Can you provide an example of how you have applied your expertise in troubleshooting software issues under tight deadlines?' This question focuses on relevant job skills and the applicant's experience handling pressure.