eeoc interview questions

In the current job market, it can be difficult to navigate the waters of the job search while ensuring compliance with the Equal Employment Opportunity Commission (EEOC). As an employer, you must be aware of the applicable laws and regulations when creating and conducting interviews. The EEOC has specific guidelines for employers to ensure that you are conducting a fair and legal interview process. When it comes to creating the perfect interview questions, it is important to ensure that you are adhering to the laws and regulations set forth by the EEOC. This blog post is designed to provide guidance on the types of questions employers can ask during an interview to remain compliant with the EEOC. We’ll discuss the types of questions that are prohibited, appropriate, and those that require special consideration. We will also provide tips on how to ensure that your interview process is fair and compliant with the EEOC. By the end of this post, you will be able to create an effective and compliant interview process from start to

EEOC Guide To Illegal Interview Questions: What You Can’t Ask
  • Race. Example: What Is Your Race? or What Nationality Are You? …
  • Height & Weight. …
  • Financial Information. …
  • Religious Affiliation Or Beliefs. …
  • Citizenship. …
  • Marital Status or Number Of Children. …
  • Disability and Medical Conditions. …
  • NYC Only: Salary History.

Tips for Undergoing an EEOC Investigation

Interviews for Top Jobs at U.S. Equal Employment Opportunity Commission

Law Clerk Interview


I applied through college or university. I interviewed at U.S. Equal Employment Opportunity Commission


It was very good. I interviewed through a recruitment fair. I received an offer within a week and a half. Both of my interviewers were very kind and collegial. I hope to work here long-term.

Interview Questions

  • What experience did I have working in a court?

Summer Legal Intern Interview


I applied through college or university. The process took 2 weeks. I interviewed at U.S. Equal Employment Opportunity Commission (Chicago, IL) in Feb 2022


Interviewed through Teams with two other attorneys. Most of it was basic behavioral questions and questions about stuff on your resume. The interview was about 30 minutes long and not incredibly formal

Interview Questions

  • Tell me a little bit about yourself and what made you want to work for the EEOC.

Intern Interview


I interviewed at U.S. Equal Employment Opportunity Commission


Very Kind, Easy to get along with, and very welcoming. They ask you a lot of basic standard interview questions and ask you about the importance of the EEOC’s work

Interview Questions

  • Why work for the EEOC?

On November 21, 2009, Title II of the Genetic Information Nondiscrimination Act of 2008 (GINA), which forbids the use of genetic information to make employment decisions, went into effect. It is prohibited to discriminate against employees or applicants due to genetic information under Title II of the GINA. Employers and other entities covered by Title II (employment agencies, labor organizations, and joint labor-management training and apprenticeship programs—referred to as “covered entities”) are prohibited from requesting, requiring, or purchasing genetic information, and the disclosure of genetic information is strictly regulated. Title II of GINA prohibits the use of genetic information in making employment decisions.

Therefore, employers should continuously review all job requirements and interview questions to ensure that they are work- and business-related in order to avoid issues. See Have You Seen These Gender Biases During Job Interviews?.

Hiring managers and recruiters must exercise caution when making inquiries about applicants’ protected classes in order to avoid being accused of discrimination. Questions about age, color, national origin, race, religion, gender, or veteran status are viewed by the EEOC with “extreme disfavor.” If employers were to ask these questions, it would be challenging for them to demonstrate that the answers were not used in the hiring decision. Additionally, as previously mentioned, many state employment laws expressly prohibit specific questions.

Employers must refrain from asking discriminatory questions during interviews or on application forms, despite the specific information they may want to obtain, and from basing their evaluation of applicants on such criteria. Interviews and application forms are the source of numerous discrimination allegations and lawsuits. An employer must make sure it conducts lawful interviews and uses application forms that have been thoroughly reviewed to exclude requests for prohibited information given that the cost for an employer to defend itself against a claim of illegal employment discrimination can be several hundred thousand dollars.

Due to worries that this practice may perpetuate racial and gender pay gaps if employers base a new employee’s pay on the individual’s prior salary, state and local laws are increasingly forbidding asking about a job candidate’s salary history. See More Jurisdictions Are Banning Salary-History Inquiries.


What questions does the EEOC ask?

Companies are required to ask EEO questions about job applicants and then file an EEO-1 report with the EEOC.

Here are some questions you may see on the EEO survey that you should not see during the hiring process.
  • What is your race?
  • What is your gender?
  • Are you a US citizen?
  • Do you have a disability?

Should you answer EEO questions?

Job seekers are not required to respond to EEO questions on job applications, but they must decline to do so if they do not want to participate in the survey.

What are discriminatory interview questions?

It is illegal to ask a candidate questions about their:
  • Age or genetic information.
  • Birthplace, country of origin or citizenship.
  • Disability.
  • Gender, sex or sexual orientation.
  • Marital status, family, or pregnancy.
  • Race, color, or ethnicity.
  • Religion.

What are the three main responsibilities of the EEOC?

The laws enforced by EEOC provide three basic guidelines for you to follow as an employee:
  • Don’t Discriminate. …
  • Report Discrimination. …
  • Request Workplace Changes.

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