Preparing for an interview can be overwhelming, but it is a necessary part of the job hunt. Sitting down for an interview will provide you with the opportunity to get to know more about the employer. However, not every question an interviewer asks is appropriate (or even legal). Here are 13 things that human resources should never ask you.
1. “Are You Married or Do You Have Kids?”
Asking about your marital status or family planning can be seen as small talk, but this question during a job interview can actually lead to discrimination. Employers might unconsciously favor candidates based on their perceived stability or availability. Additionally, women are often asked this question more frequently.
2. “What Year Did You Graduate?”
This is another question that can lead to discrimination. Asking about the year someone graduated can reveal a candidate’s age. This information is protected under the Age Discrimination in Employment Act (ADEA). Even if they don’t realize it, this could lead to age-related bias for the employer. Younger or older candidates might be judged based on stereotypes about their age rather than if they are qualified or not.
3. “Where Are You From Originally?”
Questioning where someone comes from could potentially suggest a preference for or against candidates based on their nationality. This question is irrelevant to the person’s performance. It could also possibly risk violating the Civil Rights Act. Either way, it is completely inappropriate to be asked during a job interview.
4. “What Religious Holidays Do You Observe?”
Interviewers should not ask this question because it will give them information about your religious practices. They are not allowed to make hiring decisions based on these details, so it is not pertinent to the interview. This question could also signal that the employer is not flexible in accommodating people with diverse beliefs.
5. “Have You Ever Been Arrested?”
There is a clear legal distinction between being arrested and being convicted. While these questions might seem relevant to getting information about a candidate’s history, there is no reason they need to ask about this. In fact, some states have laws that prohibit employers from asking about arrests that didn’t lead to convictions. On top of that, this question can negatively impact minority candidates.
6. “What Is Your Current Salary?”
Several states have actually banned questions about salary history. This interview question can cause wage inequality because asking about current or past salaries can put women and minorities at a disadvantage. These groups historically earn less. An employer can ask about your salary expectations, but they should never ask about what you are making now.
7. “Do You Have Any Disabilities?”
Asking about disabilities is both inappropriate and illegal. The Americans with Disabilities Act (ADA) prohibits employers from asking about medical conditions or disabilities during the hiring process. Rather than focusing on their medical history, the interviewer should work to determine if the candidate can effectively perform the job’s essential functions.
8. “How Far Is Your Commute?”
Unfortunately, this question can lead to discrimination based on your location. It may seem harmless and the employer might be interested in your location because they are concerned about punctuality and turnover. However, it can be seen as a subtle form of bias against people who don’t have the financial means to live close to the office.
9. “Are You Planning to Have Children Soon?”
Just like asking if you are married or have kids, asking about family planning is totally inappropriate. It infringes on personal life choices and, of course, it can lead to gender discrimination. The question could potentially lead to bias against candidates who might need parental leave.
10. “What Is Your Political Affiliation?”
Politics have no place in the workplace and they shouldn’t play a role in hiring decisions. Asking about someone’s political affiliation in an interview can lead to discriminatory practices. It could also potentially create a hostile work environment if people don’t see eye to eye.
11. “Have You Ever Filed for Bankruptcy?”
Your personal financial history should not be a factor when it comes to interviewing for a job. This information has no bearing on job performance and financial problems often stem from circumstances beyond the person’s control. If an employer is asking about bankruptcy or other financial details, it can be seen as both intrusive and discriminatory.
12. “How Old Are You?”
Just like the question about when you graduated, asking how old you are is completely inappropriate. Not to mention, it is a direct violation of the ADEA. For legal purposes, employers can ask if a candidate is over 18, but they cannot ask about their specific age. These questions should be avoided altogether.
13. “Do You Belong to Any Clubs or Social Organizations?”
This is another question that could potentially lead to discrimination. Revealing the social clubs and organizations you are a part of can give the employer an idea of your religion, race, or other protected information. You shouldn’t answer any questions that aren’t directly related to your qualifications and overall job performance.
Know Your Rights
It is important to know your rights before going into a job interview. If you run into any of these questions, it is okay to politely decline to answer. You can also direct the discussion back to your qualifications for the job. A professional interview will focus on your skills and experience, not anything about your personal life or details that are protected by law.