The candidate interview is a vital component of the hiring process.

To hire the most qualified

candidates, human resource professionals and hiring managers must be well informed on how to
conduct interviews effectively. This article provides an overview of various interviewing methods,
both structured and unstructured. It discusses the most widely used types of interviewing—
telephone pre-screen, direct one-on-one and panel interviews—and explains the objectives and
techniques of behavioural, competency-based and situational approaches to interviewing.

Employers must be aware of federal and state prohibitions on asking certain types of questions
during employment interviews. This article presents some basic guidelines for interviewers to follow
to avoid claims of discrimination or bias in hiring, and it lists examples of questions not to ask job
applicants.

With careful preparation, HR professionals and hiring managers can make the most of employment
interviews and obtain the information they need. Preparatory steps include selecting a method of
interviewing, drafting useful questions, phrasing questions properly and sharpening one's listening
skills.

o What arrangements are you able to make for childcare while you work?
o How old are your children?
o What does your wife/husband/partner do for a living?
o Where did you live while you were growing up?
o Are you comfortable working for a female/male boss?
o There is a large disparity between your age and that of the position’s co-workers. Is this a
problem for you?
o Have you ever been arrested? (Ask instead, “Have you ever been convicted of a crime?”)
o Do you have a car? (Ask instead, “How long is your commute to our office?”)
o How long do you plan to work until you retire?
o Have you experienced any serious illnesses in the past year?
o Are you married?
o Have you ever been divorced?
o Are you pregnant?
o How many kids do you have?
o You’re not a Muslim, are you?
o What church do you go to?
o Who is your Pastor?
o You’re not gay, are you?
o Are you a U.S. citizen?
o Were you born here?
o Where are you from?
o What is your ethnic heritage?
o What is that accent you have?
o How old are you?
o When were you born?
o Are you married?
o Do you have any children? What are your child care arrangements? (Questions about family
status are not job-related and should not be asked.)
o When did you graduate from high school?
o What church do you go to?
o What clubs or organizations do you belong to?
 o Have you ever filed a worker's compensation claim? (You may not ask this question or any
related question during the pre-offer stage.)
o What disabilities do you have?
o Do you have AIDS, or are you HIV-positive? (There is no acceptable way to inquire about this
or any other medical condition.

Acceptable and Unacceptable Inquiries for Interviews and Employment

Applications
Topic Acceptable Unacceptable If Unacceptable,
What Is the
Reason?

Age If age is a legal What is your date Could be viewed

requirement, can ask of birth? as age
"If hired, can you discrimination
furnish proof of age?"
or a statement that hire
is subject to age
verification.
Attendance/reliability What hours and days How many Could be viewed
can you work? children do you as discriminatory
have? toward females

Attendance/reliability Are there specific What religion are Could be viewed

times that you cannot you? as religious
work? discrimination

Attendance/reliability Do you have What are your Could be viewed

responsibilities other child care as discriminatory
than work that will arrangements? toward females
interfere with specific
job requirements such
as traveling?
Attendance/reliability Do you have a reliable Do you own a Could be
method of getting to car? considered racial
work? discrimination

Citizenship/ Are you legally eligible What is your Could be

national origin for employment in the national origin? considered
United States? Where are your national origin
parents from?
discrimination

Citizenship/ Have you ever worked What is your Could be

national origin under a different maiden name? considered
name?
 national origin
discrimination

National origin None What is your Not only are these

father's irrelevant, but they
surname? What could be
are the names of
considered
your relatives?
national origin
discrimination

Arrest and Have you ever been Have you ever Could be
conviction convicted of a felony? been arrested? considered racial
*See note below for discrimination
additional guidance
Disabilities Can you perform the Do you have any Could be
duties of the job you disabilities? considered
are applying for? discrimination
against people
with disabilities

Disabilities None Have you ever Could be

filed a workers' considered
compensation discrimination
claim?
against people
with disabilities

Disabilities None Have you ever Could be

been injured on considered
the job? discrimination
against people
with disabilities

Emergency contact What is the name and What is the name Could be
information address of the person and address of a considered
to be notified in case of relative to be national origin
notified in case of
an emergency? discrimination and
an emergency?
(Request only after the could possibly
individual has been violate state anti-
employed.) discrimination laws
relative to sexual
orientation

Credit record None Do you own your Irrelevant and

own home? could be
 considered racial
discrimination

Credit record Credit references may Have your wages Irrelevant and
be used if in ever been could be
garnished?
compliance with the considered racial
Fair Credit Reporting discrimination
Act of 1970 and the
Consumer Credit
Reporting Reform Act
of 1996

Credit record None Have you ever Irrelevant and

declared could be
bankruptcy? considered racial
discrimination

Military record What type of What type of Irrelevant and

education, training and discharge did could be
you receive?
work experience considered racial
relevant to the job did discrimination
you receive while in
the military?

Language What languages do What is your Could be

you speak and write native language? considered
fluently? (if the job How did you national origin
learn to read,
requires additional discrimination
write or speak a
languages) foreign
language?

Organizations Inquiry into an List all clubs, Could be

applicant's societies and considered racial
membership in lodges to which or national origin
you belong.
organizations that the discrimination
applicant considers
relevant to his or her
ability to perform the
job

Race or colour None Complexion or Could be

colour of skin considered racial
or national origin
discrimination
Weight, height, eye Only if there is a bona Could be
colour fide occupational considered racial
qualification or national origin
discrimination

Religion Only if there is a bona What is your Could be

fide occupational religious considered
qualification denomination, religious
religious
discrimination
affiliations,
church, parish,
pastor? What
religious holidays
do you observe?

Gender Only if there is a bona Do you wish to Could be

fide occupational be addressed as considered gender
qualification Mr., Mrs., Miss or discrimination
Ms.?

Previous and current What was your Do you own your Could be
addresses previous address? own home? considered racial
How long did you or national origin
reside there? How long discrimination
have you lived at your
current address?

Salary history What are your salary What is your Could be viewed
expectations for this current salary? as gender
position? What was your discrimination and
starting and
may violate state
ending salary in
any prior law
position?

Education Do you have a high What year did Could be

school diploma or you graduate considered age
equivalent? Do you from high school discrimination
or college?
have a university or
college degree? (if
relevant to job
performance)