There are certain types of questions that employers should avoid asking during interviews in order to comply with anti-discrimination laws and promote a fair and equal hiring process. Here are some examples:
Questions about age, race, gender, religion, or sexual orientation. These questions can be seen as discriminatory and should be avoided.
Questions about disabilities or medical conditions. Employers should focus on the candidate’s ability to perform the job, not their medical history.
Questions about family status or marital status. Employers should not make hiring decisions based on a candidate’s family or personal life.
Questions about national origin or citizenship status. Employers should not discriminate based on a candidate’s place of birth or citizenship.
Questions about financial status or credit history. These questions can be seen as intrusive and irrelevant to the job.
Questions about political affiliation or beliefs. Employers should not make hiring decisions based on a candidate’s political views.
Questions that are not job-related. All questions should be relevant to the job and the candidate’s qualifications.
Overall, employers should focus on asking questions that are relevant to the job and the candidate’s qualifications, and avoid any questions that could be seen as discriminatory or irrelevant.
