In the United States, it is illegal for an employer to discriminate against an applicant for employment based on race, color, religion, sex (including gender identity, sexual orientation, and pregnancy), age, national origin, or disability. There are federal and state laws to prevent discriminatory employment practices. The following are some illegal interview questions along with related questions that are legal, and a discussion of how to answer them. Any student who believes that an interviewer or employer has acted inappropriately should contact OCS.
The office is closed on weekends, holidays and days of recess. How long did you stay in your last position? What were the beginning and end titles? What is your current and expected salary? To ask or not to ask? That is the question. Illegal job interview questions ask candidates for information that could be used to discriminate against them. If a candidate provides information such as: “I will need a flexible schedule because I have four children in elementary school,” they can answer the question about whether your company offers flexible hours and if you have any requirements that your policy requires to meet the requirements.
Download all the illegal questions from previous interviews in a PDF and use them to create your own EEO guidelines. You can't ask someone about their religious beliefs unless the organization is religious or directly related to work. Avoid any questions related to arrests if they are not directly related to work or in states where it is illegal to ask. However, HR and hiring managers should be aware of questions that are illegal, unethical or that could lead too much to a gray area, according to experts in human resources and labor law.
Ask interview questions that help you identify if the candidate has the behaviors, skills, and experience necessary for the position you are holding. Asking questions about a candidate's age, race, religion or gender could expose a company to a discrimination lawsuit. If the position the candidate applied for is security-sensitive, it should be okay to ask questions about convictions. Asking if they own a car could be considered racially discriminatory, unless it's a job requirement.
Do not ask questions about convictions for functions that are not security-sensitive or ask about convictions that are not related to the position. Charles Vethan, president and CEO of the Houston-based Vethan Law Firm, warned that it is advisable for employers to be aware of state and federal laws regarding interview questions and procedures. It's a way of answering interview questions by discussing the situation, task, action, and outcome of the event you're describing. Some of these questions delve deeper into whether a candidate for a job can meet the requirements for the position, according to Weisenfeld, who specializes in hiring and hiring topics, including pre-employment evaluation, interviews and selection.