1. 6 Questions to Avoid in a Job Interview
For all kindsof reasons,despite the factthattechnologyhasrevolutionizedthe waywe now lookforand
applyto newjobs,the interviewprocesshasremainedrelativelyintact.That’sbecause technologyhas
not come up witha betterwayfor usto assessbotha candidate’sprofessional acumenandskillsetfora
jobthan to sitacross the table fromthemand have a conversation.
Therefore,interviewinghasandwill remaincentral tothe hiringprocessforemployers.Understanding
that the interview processisatwo part taskfor employersisstill anessentialpartof hiringprocess.
Employersmustboth(1) assessthe potential candidate and(2) protectthemselvesfromanybehavior
that couldbe construedas unfairor discriminatoryinacourt of law.Wastingtime byaskingquestions
that do notassessthe candidate properlycansabotage yourhiringprocess,butleavingyourself opento
litigationonclaimsof discriminationisevenmore dangerous.
To helpwithboththese tasks,the rightquestionsmustbe asked.While compilingthe listof the right
questionsisacomplex taskthatshouldcome fromthe contextsof your particularbusinessandindustry,
there are a fewquestionsyoucanleave off fromthe startin order to betterprotectyourself andassess
your candidate:
1. Don’t ask about marriage or plans to have children
Since suchplansrarelyaffectmeninthe workforce the waytheydo women(due tothe biological
necessityof womengivingbirth),thisquestion’sinclusioninaninterview isatbestunfairandat worst
an aggressivelymisogynisticattitudethatcouldleadtolitigation.
The bottom line isthatthe personal detailsof anyapplicant’slife –be itfamily,religious,sexual
preference, etc.hasnobearingontheirabilitytodothe job.Anythinghavingtodowithany personal
informationisjustinappropriate tobringupinan interview andultimatelydoesmore damage than
good.
Many employersbeginaskingaboutmarriage andchildrenbecausethe behaviorof apast employee,
but again,thisisunfair.Simplybecause one employeedidnotworkoutinthe pastand usedtheirrole as
a parentas the reasonforthisis no reasonto assume anotherparentwouldbehavethe same way.
2. Don’t ask if they belong to “organizations.”
Certainlyyoumayneedtoknowabouttheirinvolvementandmembershipinprofessional organizations,
but be specificinyour inquiries.If youworkinthe healthcare industry,it’sveryappropriate toinquiryif
a candidate isa memberof the AmericanNursesAssociationforaspecificrole.
The danger comesupwhenyoustart talkingaboutotherorganizations.Inessence,if acandidate
disclosestheyare amemberof some social or otherorganization,thiscouldbe seenasa“label”that
couldbe arguedin a court of lawwas usedtodiscriminate againstthe candidate.Tobe safe,onlyask
aboutmembershiptospecificorganizationsanduse qualifierslike “professional”and“industry”to
ensure yourinquiriescouldnotbe takenforinquiriesaboutdifferenttypesof organizations.
3. Don’t ask their nationality, race, or religion.

2. Thoughthismay seemobviousanymore,askingaboutsuchthingsisa directviolationof the federal
Equal OpportunityAct.Thisact specificallystatesanemployercannotdenyemploymenttoanyperson
due to gender,age,creed,race,or nationality.
Additionally,don’taskquestionsthatcouldmake itlooklike youare discriminatingagainstphysical
issueslike age ordisability.If youneedtofindoutif a candidate is“of legal age to performthe joband
physicallycapable of doingit,”askthemwiththatphrasing – be specific.Whendiscussingsuchthings,
avoiddoinganythingthatcould“label”the candidate.Thisisthe type of thingthat couldleadto
discriminationlitigation.
4. Don’t ask what their greatest weakness is.
Thisis one of those interview questionsthathasbeenaroundalong time.It’sbecome formulaic.Just
use Google fora secondandyou can see all kindsof stockanswersto thisquestion.Anymore,all youare
findingoutishowexperiencedatinterviewingacandidate.
Thisquestionjustwastestime anddoesn’treveal anythinghelpful.Instead,askquestionsrelevantto
the job at handthat speakto theirabilitytoperforminthe environmenttheywouldbe placedin.
5. Don’t ask any “creative” logic questions.
Thisis one of those strange phenomenonthathascreptup recentlydue tothe successof certain
internetstartupsthatdothingsdifferently.Perhapsthe mostwell-knownexampleof abusinessusing
crazy interview techniquesandquestionsisGoogle.Theyaskcandidatescrazyquestionsaboutaspects
of Americanculture,give themlogictests,andotherthingscompletelyunrelatedtothe jobfunction
theywill be doing.
It mightbe temptingtolookhipand implementinterview techniqueslike this,butthe bottomline is
such tacticsgive youlittle tono informationaboutacandidate’sviabilityintheirnew workenvironment.
It ultimatelywastestime and,unlessyouare one of the biggestcompaniesinyourindustrylikeGoogle,
it will ultimatelydrive off seriouslymindedprofessionalswhoare likelythe verycandidatesyouwantto
attract.
6. Don’t ask if they’ve been arrested.
There’sa veryimportantlegal distinctionbetweenanarrestanda conviction.Asthe law states,all
individualsare innocentuntil provenguiltywithaconviction.Thatmeansaperson’sarrestrecordhas no
real bearingontheirjobstatus.
While it’sstandardtoinclude questionsaboutfelonyconvictions,the Equal EmploymentOpportunity
Commissionhasmade itclearthat usinganysuch convictionasbasisto turndownan applicant
protectedbyTitle VIIisconsidereddiscrimination.
To Sum it up…
The interviewprocessshouldbe straightforwardandonthe table.Youshouldfocusonthe joband its
functions,andexaminecandidatesbaseduponthe type of additionthey’dmake toyourprofessional
teamand skill set.

3. Evaluate candidatesbaseduponhowtheypresentthemselves –how theyspeak,theirprofessional
appearance,andtheirpastexperiences.Follow uponresumestoensure candidatesare honestbefore
trustingthemwitha positiononyourteam.
In general:
1. Don’task any questionsthatcouldbe construedas“labeling”acandidate asthiscouldeasilybe
construedas discrimination.
2. Don’task needlessquestionsthatwaste time anddon’tgive the properinsightyouneedinto
the candidate.
Still have questions?
Call us at 305-548-5020 for free a consultation.