The Questions Not to Ask When Interviewing Potential Employees

Credit: Alex Green via Pexels

Credit: Alex Green via Pexels

Job interviews can be stressful for both the interviewee and the interviewer. Interviews are the necessary step in the hiring process to determine which of the incumbents is most suitable for the job. While it’s the interviewee receiving the majority of the questions, they’re also assessing you as a company and future workplace. They want to feel comfortable, appreciated and respected by their teammates.

You’re probably creating a list of appropriate interview questions for the upcoming candidates. Perhaps you’ve outlined a few basic questions, such as how their background and experience apply to the current position and organization or why they want to work at your company. But have you also created a list of questions to avoid? 

To help you hire better and create a comfortable space for both yourself and the interviewees, check out these questions that you won’t want to add to your list. Some of these are illegal to ask candidates, so it’s crucial not to let such questions slip into conversation. 

Country of Origin

Questions about people’s ethnic background or religious practices aren’t allowed in job interviews — it’s as simple as that. Knowing someone’s country of origin is of no consequence to the company or the position. Even if you think it might be a gentle icebreaker, avoid asking questions about race or ethnicity because it can come across as offensive. 

However, there are some examples when this type of conversation could be applicable. For example, if the candidate mentions that they’re from a particular place or speak a specific language, maybe you could ask them to elaborate on their experience if that information is relevant to the job. 

Age

It’s discriminatory to ask about age during job interviews. You don’t want to come across as ageist. According to the Canadian Human Rights Act, it’s illegal for federal-sector employers to ask how old a person is during an interview. 

Sexual Orientation 

It’s a definite no-no to ask about a candidate’s sexual orientation. It’s invasive, offensive, and is irrelevant to how a person can contribute to your organization as an employee. It’s also unfair to assume a person’s gender. 

When you’re first sitting down with candidates, politely ask which pronouns they prefer to avoid any awkward interactions throughout the interview and let them know which you prefer.

Get Help From the Experts

If you’re unsure about specific things to discuss with interviewees — whether it’s politically- or employment-related — your best bet is to seek advice from a professional recruitment agency. An experienced recruiter will know which interview questions you need to avoid due to illegalities or discriminatory reasons. 

They’ll help you find the very best person for the job because they have access to exclusive talent pools and will know precisely which questions to ask to get the results you need. 

Interviews are stressful enough. Keep these questions out of your interview and work with a pro to create a welcoming and professional working environment. You want to remain sensitive and thoughtful to attract the very same qualities in your employees.

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