When conducting a job interview, employers must understand which questions are appropriate and which can be legally and ethically problematic. Certain interview questions, especially those that delve into personal details not relevant to the job, can lead to discrimination, discomfort, and even legal consequences. Here are 14 questions that should be avoided in any job interview.
1. “How old are you?”
Age should not be a factor in most hiring decisions. Asking about age can even be seen as an attempt to discriminate against older or younger candidates.
2. “Are you married? Do you have a significant other?”
While this question may seem innocent, marital status is irrelevant to job performance. Asking about it can lead to accusations of discrimination based on family status.
3. “Do you have children? Are you planning to have children?”
Interview questions about current or future family plans can be discriminatory, particularly against women. By asking, you may be suggesting to the candidate that you’re worried family responsibilities will interfere with work.
4. “What is your religious affiliation?”
Unless directly relevant to the job (such as working for a religious organization), asking about someone’s religion is inappropriate and potentially discriminatory. You don’t want to come across as offensive in the interview.
5. “What country are you from originally?”
Be careful with this question. It can imply discrimination based on nationality or ethnicity. If needing to confirm a candidate can legally work in the country, simply ask if they are authorized to work there.
6. “What is your race?”
Often, candidates need to fill out voluntary information about race in the job application. However, asking about race during the interview is a huge no-no. Race should have no bearing on a candidate’s ability to perform a job.
7. “Do you have any disabilities?”
Some interview questions are outright offensive. For instance, asking directly about a disability is not only insensitive but also illegal under laws like the Americans with Disabilities Act. Instead, ask the candidate if they can perform the job duties with reasonable accommodation.
8. “Have you ever been arrested?”
Depending on the conviction, a criminal history could be relevant to the job at hand. Keep in mind, that asking about arrests is problematic as it can discriminate against individuals who were arrested but not convicted.
9. “What is your sexual orientation?”
There’s never a reason why sexual orientation should come up in a job interview. This question is irrelevant to the job performance and is often perceived as discriminatory.
10. “Do you drink socially?”
Maybe your team likes to go out for after-work drinks on Fridays. It’s nice to invite the candidate along, but you can’t ask them about their social drinking habits.
11. “How often do you call in sick?”
You want to hire a candidate who will clock in every day and work hard. As tempting as it may be, you can’t outright ask the potential employee if they call in sick often. This can be seen as prying into a candidate’s medical history and can be discriminatory against those with disabilities or chronic illnesses.
12. “What political party do you support?”
Politics are always a taboo topic of conversation, especially in a job interview. Political affiliation is generally irrelevant to job performance and asking this can cause confusion and seem like a big red flag.
13. “Have you ever filed for bankruptcy?”
Are you hiring for a financial role? Do not pry into the candidate’s personal finances, which includes asking them if they’ve ever filed for bankruptcy. In most cases, this question is an invasion of privacy.
14. “What medications are you currently taking?”
In the United States, more than 130 million people take some kind of prescription. Your candidates may fall into that group, but you cannot ask about their medications. This is a huge invasion of privacy and could make it seem like you’re discriminating against a disability.
Ask the Right Questions
Employers need to stay focused on the candidate’s skills, experience, and overall suitability for the position. Steering clear of these bad interview questions not only fosters a fairer hiring process but also helps maintain a positive company image. You’ll also be reducing your risk for legal issues down the road!
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Alyssa Serio has been a writer and editor since graduating from Aurora University in 2014. In her free time, she loves reading, playing volleyball, and watching any horror movie (even the bad ones) with her husband.