Questions Not to Ask During an Employment Interview
There are many federal laws (and also state laws) in place to protect job seekers from workplace discrimination. Best practices and staying up to date with employment laws also help employers avoid discrimination lawsuits.
Simply put, it’s best to avoid asking job candidates about age, race, ethnic origin, gender identity, sexual orientation, marital status, children, family planning, disability, and genetic information. Even if it isn’t the intention, the answers to these questions could bias the interviewer against the job seeker.
Stay away from questions that could be perceived as discriminatory and consult the Equal Employment Opportunity Commission (EEOC) for more information.
As a business owner, it’s important to know that you should not ask certain questions during a job interview. Equally, as a job seeker, it’s critical to know how to best answer questions that aren’t relevant to the position.
Interview Questions to Avoid:
These sample questions could be seen as illegal and infringe on a person’s state and federal rights. It’s best to consult with the human resources department, an employment attorney, or local EEOC office for more information.
Employers should use a set of standard questions for every candidate. Otherwise, companies run the risk of individuals feeling singled out and discriminated against during the hiring process. This could lead to a filing of an EEOC charge of discrimination and/or a lawsuit.
Questions can vary based on the candidate’s job skills, experience, and work background. Research, plan, and prepare the interview process to ensure compliance with state and federal laws and fair treatment to all who apply for the job.