18．Most interviewees are probably aware that interviewers are not supposed to ask them certain questions．There are some areas of special （36）Bin selection interviewing．Our goal here is to point out these （37）Aareas of questions and to suggest strategic ways to （38）D them as an interviewee．
Courts have （39）Athat it's none of the company's business how many children an applicant has； or whether he or she is married，（40）Cor divorced．In this area，if you are asked an illegal question，you can give a general （41）D； saying elegantly："I would prefer to stick to job-related questions："Or you can be more （42）B："Are children a requirement for this position？"
（43）D，many instances of illegal interview questions occur in'the course-of （44）A getting-to-know-you small talk during an interview and aren't （45）Cby the interviewer as an invasion（侵犯）of your privacy．But innocent or not，illegal interview questions can （46）A a company in court when a job seeker （47）Ddiscrimination in the interview process．
To （48）Cage discrimination in hiring，courts have disallowed these sorts of questions："How old are you？""When did you graduate from high school？"and so on．Managers get in trouble here when they talk about the average age of their workforce in （49）Bto-the candidate："Our typical employee is probably 8to 10years older than you．Do you expect problems managing people older than yourself？"You can imagine the later court （50）B．Manager："But，Your Honor，I never asked her age!"Candidate："My age seemed to be one of his key （51）C about my ability to manage．"
And，of course，you can avoid all these disputes（爭執(zhí)）by simply answering your employer："Age has （52）B been a consideration for me in my work life．"
In another area of sex，an employer cannot ask questions about the person's gender（性別） （53）D the job specifications strictly require either a male or a female．The burden of proof is on the （54）Bto demonstrate（論證）that only a man or a woman can do the job．Employers should be cautious：
Courts and the Equal Employment Opportunity Commission have interpreted very （55）A the concept that only one gender can perform a particular job．
| 36．A．stability | B．sensitivity | C．possibility | D．responsibility |
| 37．A．illegal | B．complex | C．a(chǎn)bsurd | D．realistic |
| 38．A．prepare | B．challenge | C．a(chǎn)sk | D．handle |
| 39．A．ruled | B．proposed | C．guided | D．explained |
| 40．A．separate | B．lonely | C．single | D．individual |
| 41．A．consideration | B．introduction | C．summary | D．response |
| 42．A．vague | B．pointed | C．polite | D．a(chǎn)ggressive |
| 43．A．In particular | B．In detail | C．In addition | D．In truth |
| 44．A．ordinary | B．formal | C．serious | D．important |
| 45．A．settled | B．illustrated | C．intended | D．charged |
| 46．A．land | B．cause | C．help | D．find |
| 47．A．requires | B．permits | C．a(chǎn)voids | D．claims |
| 48．A：support | B．evaluate | C．prevent | D．discover |
| 49．A．reaction | B．relation | C．comparison | D．contrast |
| 50．A．a(chǎn)tmosphere | B．scene | C．result | D．decision |
| 51．A．qualities | B．elements | C．concerns | D．problems |
| 52．A．a(chǎn)lways | B．never | C．ever | D．often |
| 53．A．until | B．unless | C．once | D．before |
| 54．A．employee | B．committee | C．court | D．employer |
| 55．A．narrowly | B．broadly | C．wrongly | D．correctly |
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