Interview questions to avoid

Various state and federal labor laws and related regulations define certain limitations which affect the employee selection process. The best way to prevent potential liabilities of inappropriate inquiries is to avoid certain types of inquiries that violate anti-discrimination laws. These include to avoid:

- Asking any questions of a female applicant that would not be asked of a male candidate, such as inquiries pertaining to child care, marital status, birth control methods, or hindrances to travel or working weekends.

- Asking questions of one race that would not be asked of another, such as questioning one's ability to work in a location with members of another racial group.

- Establishing a negative tone to the interview in an effort to discourage any applicant from seeking the position.

- Giving undue emphasis to the hazardous or tedious aspects of a job, especially if such occurs on an infrequent basis.

- Asking the birth place of an applicant because birthplace may indicate a person of foreign origin.

- Questions that tend to identify the age of the applicant, where age is not a valid or necessary factor to successful job performance. But recognize that child labor laws do specify age requirements for certain kinds of employment.

- Asking a person's religious affiliation.

- Asking the citizenship of an applicant. However, it is permissible and even required by law to ask whether the person is legally authorized for full time permanent employment.