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.