They can’t ask that. Can they? Learn more in this article on prohibited interview inquiries. It displays the prohibited by the US EEOC (Equal Employment Opportunity Commission) job interview questions.
The last thing you want in an interview is to feel uncomfortable, so make sure you know what questions not to ask and can tell a legal question from an illegal employment question. Knowing the improper interview questions will help you confidently respond to the legal questions.
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Mistakes to Avoid when Interviewing a Candidate
12 questions not to ask an interviewer
Knowing what inquiries to refrain from asking during a job interview will help you make a good impression on the hiring managers. The following list of 12 interview questions to avoid asking is accompanied by an explanation so you can see what you should ask in their place:
Who are the company’s main competitors?
Before an interview, you can frequently learn about a company’s rivals by conducting an online search. Only ask this question if you have already looked for the answer and failed to find it. In this situation, you can word the query to demonstrate to employers that you did your homework on the business. For instance, you might say, “I looked online for additional interior design firms in the region but couldn’t find any. Which companies do you think directly compete with the company?”
When can I expect to receive a promotion or raise?
Avoiding inquiries about a position’s pay or benefits until you receive a formal job offer is good manners. Instead, enquire about the metrics the company uses to measure success and how it measures employee performance. These inquiries can assist you in determining how you could perform admirably in the role, which might open up opportunities for future advancement or pay increases.
What Are Examples of Questions You Can’t Ask in an Interview?
Any inquiries into an applicant’s protected status or privacy rights are off-limits during an interview. For instance, age discrimination law protects employees over the age of 40. Therefore, even if an applicant’s appearance or the graduation date on their resume give it away, you cannot inquire as to their age. Additionally, it is prohibited for you to make remarks or make notes about an applicant’s age in general or as an estimate.
If you make a mistake and ask a question that isn’t appropriate, you put yourself at risk of legal action if a candidate has a reason to think your question was the reason behind a discriminatory hiring decision. It’s imperative to seek advice from your corporate counsel at that time or, even better, before you reach that point.
Sometimes, applicants will volunteer information that you cannot ask for directly (such as whether they are married or have children). Don’t worry if you didn’t request those disclosures. However, you’ll want to avoid even giving the impression that this information was used in making your hiring decision.
Questions That Start With “Why?”
Why? It’s a matter of psychology. These kinds of questions put people on the defensive, says Kohut. She advises repositioning a question such as, “Why did the company lay off people last year?” to a less confrontational, “I read about the layoffs you had. What’s your opinion on how the company is positioned for the future?”
Do You Have Any Kids or Plan To?
In the event that a candidate is pregnant, this question almost certainly violates the law. If they are, the Pregnancy Discrimination Act may have been violated. However, it could also introduce bias.
You might not even be asking this in a bad way and just be trying to strike up a conversation. However, discussing children in an interview is never a good idea, especially if you believe the candidate might be expecting a child.
The candidate might perceive your decision to reject them as discrimination, and you might find yourself in legal trouble if you do.
Instead, it would be beneficial if you concentrated more of your questions on whether the applicant believes they are capable of handling particular job-related tasks. For instance, a job applicant without a family status might not want to accept one that requires constant travel or overtime.
FAQ
What should you not do when interviewing a candidate?
Additionally, predictable inquiries and brainteasers are generally not the best options. Make sure to give careful consideration to selecting the best set of interview questions that will enable you to fairly assess a candidate. Unlawful questioning is another one of the worst hiring manager errors.
What are 5 don’ts of interviewing?
Take responsibility for your decisions and your actions. Avoid criticizing professors, former employers, or other people. Don’t falsify application materials or answers to interview questions. Don’t go into the interview thinking you’re just looking around or doing it for practice.
What are 3 questions you should avoid asking at an interview?
Never inquire about pay, time off, benefits, etc. during an interview. (Delay your inquiries about these matters until later in the process. Never inquire as to the following: (What does your company do? When can I start applying for other positions at the company if I’m hired? When can I be promoted?
