Navigating the Do's and Don'ts of Interview Questions: A Hiring Manager's Guide

Interviewing candidates is a critical phase for every hiring manager, but it is equally important to ensure that the process is ethical and legally compliant. This guide provides insights into what questions should be avoided during interviews, based on legal regulations and best practices in the hiring process.

Understanding Legal Regulations

The hiring process is subject to various equal opportunity laws which aim to prevent discrimination based on personal characteristics such as race, color, religion, age, sex, national origin, disability, and genetic information. Any question that could be perceived as inquiring into these protected areas can open the door to legal action and significant financial penalties.

Many hiring managers believe in these laws and follow them diligently. However, there are cases where minor violations can go unnoticed, especially if the company pays lip service to compliance without stringent enforcement. Special mention needs to be made about the most common category of violation, which surprisingly is age-related queries—although this merits a separate discussion for its unique nuances.

Examples of Questions Hiring Managers Should Not Ask

While there is a lengthy list of questions that should not be asked, the following are common pitfalls: Racial, Ethnic, and National Origin Questions: Asking about a candidate's race, ethnicity, national origin, or place of birth is strictly prohibited. For example, asking about a candidate's ancestry, family nationality, or specific cultural practices is not allowed. Religious Questions: Avoid asking about a candidate's religious beliefs or practices. Questions like 'Do you observe any specific religious holidays?' or 'Can you work on weekends?' should be avoided unless it is relevant to business operations. Age and Disability Questions: Age-related questions such as 'When did you graduate from college?' or disability-related questions like 'Do you have any health issues that may affect your work?' should be avoided unless they are specifically related to job duties. Genetic Information Questions: Asking about a candidate's genetic predisposition to certain diseases is illegal. Questions like 'Do you have any genetic conditions or family history?' are prohibited. Subjective Judgments and Biases: Avoid questions related to personal opinions or subjective assessments such as 'Do you enjoy working under pressure?' or 'How do you feel about our company culture?' These questions may lead to unconscious bias and are generally not effective in determining a candidate's qualifications.

Personal Experiences and Examples

Let's delve into some real-life scenarios that highlight the issues hiring managers should avoid:

Case 1: The Crude Comment on the Front Desk

Back in the late 1970s, during a job interview with an oil drilling tool company, the first question asked was, 'What do you think of that girl on the front desk? Did you get a load of those hooters?' This question was not only inappropriate but also a clear violation of legal boundaries. If the interviewee had answered, they may have revealed potentially sensitive personal information that the interviewer was not entitled to know.

Case 2: The Question about Telling White Lies

Another common question, such as 'If it ever came down to where telling the truth would hurt the company’s reputation, would you have a problem with telling a little white lie to a customer? ' This query can create ethical dilemmas and is not relevant to determining job qualifications. While one might have answered truthfully, there is no guarantee it would have influenced the hiring decision.

Case 3: An Unprofessionally Inappropriate Date Request

A particularly uncomfortable experience occurred when a male supervisor asked a young female applicant for a date during an interview. This behavior is unacceptable and can lead to serious consequences. In such cases, firing or disciplining the supervisor is essential to maintain a professional environment.

These anecdotes illustrate the importance of adhering to ethical and legal standards during interviews. Hiring managers should focus on questions that assess a candidate's qualifications, skills, and past experiences, rather than seeking personal opinions or illegal information.

Conclusion

Interviewing is a nuanced process, and the questions you ask can either help or hinder your hiring decision. By understanding and complying with equal opportunity laws, you can ensure a fair and ethical interview process. Avoid controversial and inappropriate questions, and stick to objective inquiries related to job requirements.