Equal employment legislation is in place to protect all people from discrimination in the workplace. Various federal laws protect individuals based on numerous characteristics, such as age, race, color, national origin, disability, sex, religion, citizenship status, pregnancy, genetic information, and military service. In addition to traits protected by federal laws, employers must also be mindful of various and differing local and state anti-discrimination laws. Anyone involved in the hiring process must ensure they are aware of and do not violate any applicable anti-discrimination laws.
Interviewers, including contracted third parties, hiring managers, and Human Resources must focus on the applicant’s skills and abilities as they relate to the job’s requirements. Questions that pertain to unnecessary personal information may lead to charges of discrimination and must be avoided.
Consistency is key. Interview questions should be carefully crafted in advance of the interviews to ensure that all candidates are asked a consistent set of questions.
The following is a sample list of interview questions that should not be asked and possible alternatives.
