Job interviews are essential to the recruitment process, allowing employers to ask candidates questions beyond their resumes. To prevent discrimination and safeguard candidate rights, employers are legally unable to ask some questions. We examine 21 questions that hiring managers can and cannot ask throughout the hiring process:
Questions About Age
Employers can’t ask direct questions about a candidate’s age as this can lead to age discrimination. People avoided hiring older employees in the past, which now has severe legal consequences for employers. But it’s okay to check to see if they meet the legal age requirement for the position, ensuring compliance with labor laws.
Inquiries About Marital Status
Questions about marital status are also off-limits with employers. A person’s martial status is irrelevant to their work and can lead to potential biases. Interviewers should instead focus on the candidate’s availability to work specific hours or if they travel.
Family Planning
It is not appropriate for employers to inquire about a candidate’s plans to start a family. Certain businesses discriminate against candidates, especially women, as they anticipate prolonged absences from work in the future. According to research by the Center for American Progress, 42% of women reported experiencing discrimination at work, with concerns about their capacity to balance work and home obligations playing a role.
Religious Affiliation
The Office of Civil Rights states that questions about a candidate’s religious beliefs are not advisable. Employers shouldn’t ask if someone attends church or follows a particular religion, as it will not impact their role. They can discuss the candidate’s availability to work on weekends or holidays without referencing specific religious practices.
National Origin
It isn’t appropriate for interviewers to ask about a candidate’s nationality or ethnicity. Questions about whether the candidate is legally authorized to work in the country can be asked to ensure compliance with immigration laws without bias, but this should be asked of all potential employees.
Disability and Health
In most cases, interviewers won’t ask about a candidate’s health or level of disability. Candidates cannot be rejected based only on their health, but interviewers may question a candidate’s ability to complete necessary duties for the position for which they are applying. If an employee’s disability is a concern, the employer should be questioned to ensure compliance with the Americans with Disabilities Act.
Educational Background
One question an employer can ask is about a candidate’s educational qualifications, such as what degrees they have or how they were educated. Such questions are relevant to assessing qualifications and ensuring the candidate meets the job’s educational requirements.
Work Experience
Questions about previous work experience are essential and appropriate at the interview. Employers can ask questions about previous job responsibilities or experience in this field. These questions help gauge the candidate’s suitability and readiness for the position.
Skills and Competencies
Interviews should focus on the candidate’s skills and competencies. Questions should revolve around what skills can be brought to the job and examples of your problem-solving abilities. Competency-based questions are useful in assessing how well the candidate’s abilities match the job requirements.
Reasons for Leaving Previous Job
Despite what some people may think, asking why a candidate left their previous job is a valid question. It’s okay to ask what motivated someone to seek new opportunities, as it helps understand the candidate’s career path and professional motivations.
Career Goals
Questions about career goals are essential for understanding a candidate’s long-term aspirations. In an interview, you may be asked where you see yourself in five years and what your long-term career objectives are, as it can help determine if the candidate’s goals align with the company’s growth and development plans.
Problem Solving Scenarios
Interviewees are often presented with hypothetical scenarios so the employer can gauge their problem solving skills. Questions about handling difficult customs and steps they would take to alleviate conflict give insight into the candidate’s critical thinking and interpersonal skills.
Teamwork and Collaboration
Questions about teamwork are relevant and insightful to employers. It is okay to ask candidates how they work in a team and how they have handled diverse opinions. These questions assess the candidate’s ability to collaborate and contribute to a team environment, both essential skills in most jobs.
Adaptability and Flexibility
Employers can inquire about a candidate’s adaptability and flexibility. Questions about how candidates handle workplace changes and adapt to new situations help determine the candidate’s resilience and willingness to embrace new challenges.
Communication Skills
Assessing communication skills is crucial. Employers can ask people how they use effective communication in the workplace and for examples of successful presentations they have delivered. These questions evaluate the candidate’s ability to convey information clearly and effectively. These questions are especially important for those being interviewed for a leadership role, as an article in Forbes recently reported that 45% of the workforce feels they lack trust in leaders who communicate poorly.
Leadership and Management
Employers can ask about leadership experiences for roles requiring leadership, and interviewers can ask candidates about when they have worked in a team or their management style if they’re taking on a leadership role.
Customer Service Skills
In customer-focused roles, it’s important to ask about how they deal with customers. Knowing that some can deliver customer satisfaction and handle difficult customers is important in this type of role.
Time Management
Employers must ensure workers arrive at work punctually and can meet deadlines. Questions on timekeeping will show how candidates prioritize their work and adhere to deadlines.
Conflict Resolution
Conflict resolution skills are vital in many roles, so it is normal for people to be asked how candidates can handle workplace conflicts and provide examples of times people resolve disagreements.
Innovation and Creativity
For innovative roles, employers may ask candidates to describe when they introduced a new idea at work or how they may approach problem solving. A person’s approach to problem solving can showcase a candidate’s ability to think outside the box and contribute innovative solutions.
Researching Company Policies
Candidates should research the company’s policies and values, as understanding the company’s stance on diversity, inclusion, and employee rights, for example, can be helpful. Employers are eager for candidates to take an interest in the company, so it’s normal for them to ask what you know about it.
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