Interviewing Job Candidates? Don’t Ask These Questions!
By keeping the interview focused on job skills, an interviewer will be able to determine whether a candidate has the necessary qualifications and experience.
Dallas employer lawyer Keith Clouse advises employers on employment-related issues. One issue arises when employers recruit and interview prospective employees. An interviewer may be tempted to treat the initial few minutes like a social introduction by asking the questions he typically asks a new acquaintance at a social event. Asking these get-to-know-you questions, however, can be problematic because the answers could reveal a prospective employee’s protected status under federal and state anti-discrimination laws. That’s why an interviewer should not ask questions about a job candidate’s:
- Marital status
- Spouse (name, age, employer, etc.)
- Sexual orientation
- Age or date of birth
- Race or color
- National origin
- Citizenship (other than to verify that the job applicant is legally permitted to work in United States)
- Number or age of children
- Physical or mental disabilities
- Union membership
By keeping the interview focused on job skills, an interviewer will be able to determine whether a candidate has the necessary qualifications and experience without unnecessarily exposing the employer to liability on a discrimination claim or making a job candidate feel uncomfortable with the interview process.
This article is presented by the Dallas employment law lawyers at Clouse Dunn LLP. To speak to an employment law attorney about workplace matters, send an email to firstname.lastname@example.org or call (214) 239-2705.