Interviewing candidates is a key skill your managers need if you want to hire the right talent and minimize employee turnover. Behavioral interviewing techniques are critical to assessing cultural fit with your organization. But it is critical that questions your managers ask do not violate employment regulations the prohibit discrimination in the hiring process. The Delp Group provides interview training for companies who want to ensure their managers are up to date with the best ways to conduct an interview and current on their knowledge of what not to ask a candidate in an interview! Below are suggestions on appropriate and inappropriate topics for interviews.*
- Don’t ask about:
- Age
- Children/childcare
- Marital Status
- Political Affiliation
- Race or national origin
- Religion
- Anything not job-related
- Specific questions not to ask
- Are you a U.S. citizen? (and other questions about ancestry and time in the U.S.)
- Instead: Are you legally authorized to work in the U.S.? Current address and phone number?
- Do you have any disabilities? (and other questions about illnesses or health)
- Instead: Are you able to perform the specific duties of this position?
- Have you ever been arrested?
- Instead: Have you ever been convicted of [something related to the job]?
- When do you plan to retire? Do you have children? What religion do you practice?
- Instead: What are your long-term career goals? Are you available for overtime on occasion? Can you travel? Are you able to work the required schedule?
- Are you a U.S. citizen? (and other questions about ancestry and time in the U.S.)
- Do Ask Questions About
- Qualifications
- Experience
- Education
- Job-related activities
- Career goals and objectives
- Plans for further self-development
- Availability for travel, overtime, specific work schedules
Behavioral interviewing focuses on a candidate’s past experiences and behaviors, instead of hypothetical situations or abstract brainteasers. When interviewers ask for real-life examples of a candidate’s past job performance a candidate’s responses reveal insights into their personality, work ethic, and skills. This helps the interviewer more accurately predict future job performance.
*This is not a substitute for legal advice and should not be used as such. Do not rely on the information on this website as an alternative to legal advice from your attorney or other professional legal services provider.