The hiring landscape continues to evolve but there are interview questions to avoid at all costs. Job interviews can be nerve-wracking for both employers and applicants alike. As an employer, it’s not only essential to assess a candidate’s qualifications but also to respect their rights and adhere to employment laws. Certain interview questions could have severe repercussions for the employer, including potential discrimination claims. In this blog, we’ll explore job interview questions that are off-limits and offer valuable insights on conducting interviews that are inclusive, fair, and legally compliant.
How old are you?
One of the most common yet unlawful questions is directly or indirectly asking a candidate’s age. As an employer, you’re only allowed to reference age if it directly impacts the candidate’s ability to carry out the required job tasks (e.g., age requirements for a job involving driving).
Are you married?
Inquiring about a candidate’s marital status or family plans, including engagement, plans to have children, or who will look after the children in the holidays are all areas of high risk. Employment laws prevent discrimination, ensuring that employers do not treat mothers or female applicants unfairly or use marital status in their decision making on who to appoint.
What is your sexual orientation?
Respecting a candidate’s privacy and rights is paramount. Inquiring about their sexual orientation is intrusive and irrelevant to their suitability for any position of employment. Avoid any questions that may be discriminatory in nature, as this could lead to legal consequences.
Can we have your social media login details?
Asking candidates to hand over their private social media login details is intrusive and puts a candidate in a difficult position. While you can conduct searches on public social media profiles, accessing private information is strictly off-limits.
What country are you from?
Unless nationality is a genuine requirement for the job, avoid asking questions related to a candidate’s national origin or background. Employment decisions should be based on qualifications and experience, not on an applicant’s ethnicity or nationality.
Do you like to drink socially?
Asking about social drinking habits is not only irrelevant but also unprofessional. In industries where alcohol consumption may pose safety concerns, clarify the company’s policy during the interview rather than posing vague and inappropriate questions.
What is your religion?
Religious orientation has no relevance to a person’s ability to perform a job. Inquiring about this can lead to potential discrimination claims. But in some jobs eg for a teacher in a Catholic school it is permitted to ask about their religion.
How did you get that scar or physical abnormality?
A candidate’s physical appearance should never be a topic of discussion during an interview. Avoid any questions that touch on physical disabilities or abnormalities, as this falls under the purview of the Disability Discrimination Act.
How do you feel about supervising a team of women (or men)?
Avoid gender-specific questions or assumptions during interviews. Focus on a candidate’s qualifications and abilities rather than irrelevant gender considerations.
Steering clear of interview questions to avoid at all costs not only protects your company from potential discrimination claims but also fosters an inclusive and fair selection process. You want the best person for the job
Remember, at Metis HR, we’re here to support you in navigating the complexities of HR and recruitment. Feel free to contact us or call us on 01706 565 332 if you need assistance in designing effective, appropriate, and compliant interview questions.
