Departmental Interviewing Guide: Questions to Avoid During the Interview

See also examples of acceptable/discriminatory questions.

         Questions that you would not ask of all applicants.

         Questions of applicants because you think your clients or customers may have certain prejudices.

         Questions that make improper assumptions.

         Questions about age, race, color, place of birth, national and family origin, religion, sex, sexual orientation, disability, or ancestry.

         Questions about the date a candidate graduated from high school. You may ask number of years attended and degree(s) obtained.

  • Questions about past, present, or future marital status, pregnancy, plans for a family or childcare issues. You may ask if the applicant has any commitments that would preclude the applicant from satisfying job schedules or performing job-related travel. If such questions are asked, they must be asked of both genders.

         Questions about the candidate's state of health or handicap/disability (physical or mental).

         Questions about the workers' compensation history of a candidate.

         Questions on the basis of sexual preference.

         Questions that pertain to a candidate's appearance (height and weight).

         Questions about financial status or a candidate's credit rating.

         Questions about proficiency in English or questions about a candidate's native tongue or how foreign language ability has been acquired. You may ask about foreign language skills if the position requires such ability.

         Questions about whether a candidate has filed or threatened to file discrimination charges.

         Questions that would reveal arrests without convictions. You may ask about convictions (but not arrests) for crimes that relate to the candidate's qualifications for a position.