When picking an ideal career/job, going through the interview process is always a must. While it is good enough to prepare for the first step, it is also important to know the kind of questions asked.
There are appropriate queries in an interview as much as there are inappropriate ones. Being aware of the laws surrounding this area can assure you, as the applicant, that you ought to be hired based on your skills instead of stereotypes. Here are some questions that can raise red flags:
1. “What is your race/color/ethnicity?”
Asking about this is illegal. In no way can race/color/ethnicity be used to measure a candidate’s ability to perform well in the career/job, unless if you are applying for a modeling agency that requires specifics.
2.“How old are you?”
Age is not a clear basis for assuming the level of ability and maturity. This can be another case of discrimination towards applicants. For an alternative, the employer can ask whether or not you are over the age of 18. This can be an assurance that you are legally old enough for the job.
3. “Are you pregnant?”
Asking about pregnancy can potentially lead to off-topic discussions. Instead, the employer can ask questions about your general plans in the future such as your long-term career/job goals and the like. This can measure your commitment.
4.“Do you have a disability/Are you disabled?”
Though the disabilities can affect your performance, it is crucial to avoid this kind of question. The employer can instead ask you if you can do the specific duties required of the job.
5.“What is your religion?”
Knowing a candidate’s religious affiliation may give the employer an idea of the kind of work schedule you may have. However, directly asking about your beliefs can sound discriminative. The employer can simply ask about your availability instead.
6.“Do you belong to any political organization?”
This question has little to no relation to an applicant’s qualifications for the position. Candidates are not required to share their specific affiliations towards their employers, but if needed, they can ask you if you are a member of an organization that is relevant to the career/job.
7. “Do you drink/smoke?”
Asking this directly can be a personal attack to the applicant, as it can imply that the employer is prejudiced against your vices. Although smoking/drinking can affect work performance and career, the employer can instead ask if you had been disciplined in the past for violating company policies through alcohol and cigarette smoking.
8. “Do you have children?”
Understandably, family obligations can interfere with the applicant’s career/job, but it is more important to not assume or pry into such situations. The employer can instead get to the point and ask you if you are willing to work overtime when the need arises.
9. “Are you married?”
Likewise, marriage can still affect the applicant’s work life, but it is irrelevant to ask this question directly. The employer, however, can ask about your career plans and gauge it from there. Alternatively, marital status can just be noted on tax and insurance forms.
10.“Are you in debt?”
Your credit history does not measure your performance in the job. Employers can ask permission before obtaining such information when truly necessary, especially if the position you applied involves financing and auditing.
The goal in a job interview is to get information while at the same time building rapport with the candidate. However, it is important for both employer and applicant to know what questions are considered off-limits.
One way to make the company grow is to protect it from legal issues by avoiding the inappropriate questions. With this, professionalism is preserved, and decency is assured.