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QUESTIONS NOT TO ASK IN AN INTERVIEW - EVER...

 
 

NOT ALL MANAGERS ARE ASKING THESE QUESTIONS FROM A POSITION OF GENUINE INTEREST...

 

Early in my working career, I often found myself in situations where a Manager, in their eagerness to learn more about the candidate in front of them, would ask questions that would have me squeamishly moving the topic along or interrupting the flow of the interview….

I quickly adapted to this environment and ensured that even with a clear Interview Guide (be it behavioural or otherwise) Managers were prepped to ensure they did not stray off course into dangerous waters of personal questions that are not allowed by law.

 
 
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What may seem like an innocent and interested question by the Interviewer, can have an employee on the back-foot and wondering:

  • Why are they asking this?
  • What relevance does this have to my ability to do the role?
  • Did they ask all the candidates this, and if not, why not?  If so, why?

The manager is likely thinking:

  • I want to know more about them, their interests and what makes them tick
  • I’d like to test how will they will fit in
 
 

While some of personal type of questions can be innocent, and from an interested party, not all Managers are asking from a position of genuine interest.

For every Manager that I’ve seen that has a genuine wish to help the candidate relax by encouraging them to talk about their family, etc, I’ve seen just as many that are hell-bent on trying to figure out how old the candidate is.
…or do they want to start a family (i.e., is maternity leave with the need to back-fill the employee on the horizon)?
…or do they have a child at home that needs extra care that may result in extra time off?
….or are they a single parent, which may mean more time off, family crises that need attending to, etc?

With discrimination legislation as it is, I now simply:

  • prep Managers before hand – and explain the risks;
  • to steer the conversation away if things go astray; or
  • cut-off mid-sentence to ensure that the company is being protected.
 
 
 
 
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Questions to never pose to a candidate:

How old are you?
Instead, describe the true physical requirements of the role, and ask whether they fit those requirements, or whether there are any concerns with fulfilling these tasks – remember, you can ask the candidate to undergo a medical if there are any concerns.

Do you have a family?
Instead ask after their interests, what they do to unwind and relax.  If they volunteer information, that is great.  But really, it doesn’t matter and it is discriminatory no matter what answer you are seeking, as is any answer about marital status.

Do you intend to start a family?
Simply put, this question has never had a place in the workplace – ever.
If you hire a person for their ability to do the role, then pondering over whether they may leave in the near future to look after a child does yourself, your potential employee and your workplace culture no favours.

What religion are you?
In 17 years, the only time I have ever justified this question is for a Halal Abattoir Worker.  The criteria was clear and crucial, therefore the question was valid.  This is an extreme case and questions of faith are not normally valid in any recruitment exercise.

 
 

The law is very clear around what you cannot ask from a discrimination perspective.  If the question has no direct bearing on how the prescribed role can be performed, it should not be asked.

If you need help with deciding what should go into an interview, and what is better left unasked, give me a call to see how I can help.  Alternatively, HR Unplugged can also provide Interview Templates that include key areas of questioning, and can be tailored to different roles.

And if you need more help, feel free to contact me.

 
 
 
 
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