Interview Questions That Should Be Avoided and Those That Can Be Asked

Interview Questions That Should Be Avoided and Those That Can Be Asked

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Questions about Name that should be avoided:

  • Maiden name of a married woman
  • Name of a spouse

Questions about Name that can be asked:

  • Whether or not the applicant ever worked under another name or was the applicant educated under another name (allowable only when the information is needed to verify the applicant’s qualifications).

Examples:

  1. Have you ever worked for our company under any other name?
  2. Is there any information relative to you changing your name that would help us in conducting an educational background check?

Questions about Birthplace and Residence that should be avoided:

  • Birthplace of applicant
  • Birthplace of applicant’s parents
  • Do you own a home, rent, board, or live with your parents?
  • Citizenship
  • Address of applicant’s spouse and children who are dependents

Question about Birthplace and Residence that can be asked:

  • Inquiry about address sufficient to facilitate contact with applicant

Questions about Creed/Religion that should be avoided:

  • Inquiry concerning religious preference, denomination, or affiliations of applicant
  • The name of the Church attended or religious holidays observed by applicant

Examples of discriminatory questions:

  1. What is your religion?
  2. What religious holidays do you observe?
  3. Which church do you attend?
  4. What do you do on Sundays?

Questions about Creed/Religion that can be asked:

  • This job requires people to work on weekends; can you meet this requirement?(Employers do have an obligation, according to EEOC guidelines, to make “reasonableaccommodations” for employees whose religious convictions may conflict with scheduling requirements of the business.

Questions about Race or Color that should be avoided:

  • Applicant’s race
  • Color of applicant’s skin, eyes, hair, distinguishing physical characteristics, markings
  • Questions about Race or Color that can be asked:
  • None legitimately allowed

Questions about Age that should be avoided:

  • Date of birth or age of applicant, except when such information is needed to legally perform a job (e.g., to satisfy the provisions of either state or federal minimum age statutes)

Examples of discriminatory questions:

  1. What is your age or date of birth?
  2. How old are you?
  3. Are you between the ages of 18–24, 25–34, etc.?
  4. Will you mind being the oldest one working here?

Questions about Age that can be asked:

  • If hired, can you offer proof that you are at least 18 years of age?
  • If hired, can you offer proof that you are at least 21 years of age?

Questions about Language that should be avoided:

  • Applicant’s mother tongue
  • Language commonly used by applicant at home
  • How the applicant acquired the ability to read, write, or speak a foreign language

Examples of discriminatory questions:

  1. Is English your first language?
  2. What language did you speak as a child?

Question about Language that can be asked:

  • Which languages do you speak fluently (only if job-related)?

Questions about National Origin that should be avoided:

  • Applicant’s lineage, ancestry, national origin, descent, birthplace, parentage, or nationality
  • Nationality of applicant’s parents or spouse

Examples of discriminatory questions:

  1. Are you a United States citizen?
  2. Of what country are you a citizen?
  3. Where were you born?
  4. Where were your parents born?
  5. What nationality are you?
  6. What language did you speak as a child?

Questions about Citizenship that can be asked:

  • Whether applicant can be lawfully employed in this country because of visa or immigration status
  • Whether applicant can provide proof of legal right to work in the United States after being hired

Examples:

  • Can you show proof of your eligibility to work in the United States?
  • If you are not a United States citizen, do you have the legal right to remain/work here?

Questions about Marital Status that should be avoided:

  • Any inquiry as to whether an applicant is married, single, divorced, separated, engaged, widowed, etc.
  • Number of dependents; number of children
  • Spouse’s occupation
  • With whom do you live?

Questions about Marital Status that can be asked:

  • None

Questions about Disabilities that should be avoided:

  • Any general inquiry as to whether applicant has any physical or mental disability. This includes an inquiry about the nature, severity, or extent of a disability.


Examples of discriminatory questions:

  1. Are you disabled?
  2. What is the nature or severity of your disability?
  3. What kinds of problems does being disabled cause you?
  4. Do you think you have the physical strength for the job?

Questions about Disabilities that can be asked:

  • Does applicant have any disabilities that would prevent him or her from satisfactorily performing the job? (Must be accompanied by mention of reasonable accommodation.)

Example:

  • Are you able to perform the essential functions of this job with or without reasonable accommodation? (Show or read the applicant the position description so he or she can give an informed answer.)

Miscellaneous Questions that can be asked:

  • This job requires heavy lifting. Can you lift or move 50 pounds?
  • This is legal only if it is a bona fide occupational qualification (BFOQ).
  • Are there specific times that you cannot work or adhere to this proposed work schedule?
  • What professional or trade groups do you belong to that you consider relevant to your
  • ability to perform this job?
  • “Our smoking policy is . . . (fill in your operation’s policy).” Can you adhere to it?