Infographic: What Is Allowed and What Is Forbidden in Job Interviews
Job interviews are critical moments for both employers and candidates to assess suitability, determine fit, and ultimately decide whether to form a professional relationship. While job interviews are designed to be a neutral ground where each party can freely present themselves, there are certain guidelines about what is allowed and what is forbidden in these settings. Understanding these dos and don’ts is essential for both interviewers and interviewees to maintain professionalism, fairness, and compliance with employment laws.
This article discusses key aspects of what is allowed and what is forbidden in job interviews. These guidelines ensure a respectful, non-discriminatory process that focuses on assessing candidates’ skills, experience, and cultural fit rather than personal characteristics or beliefs that are irrelevant to the job at hand.
What Is Allowed in Job Interviews?
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Job-Relevant Questions
Interviewers are permitted to ask questions that are directly relevant to the job in question. This includes inquiries about a candidate’s experience, skills, qualifications, and education that are necessary to perform the duties associated with the role. For example:- “Can you explain your experience with customer relationship management (CRM) software?”
- “How do you handle tight deadlines in a project environment?”
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Behavioral and Situational Questions
These questions allow interviewers to assess how a candidate might behave in certain work situations. They are widely considered effective in gauging a candidate’s problem-solving skills, adaptability, and work ethic. Examples include:- “Tell me about a time you had to manage a difficult customer and how you handled the situation.”
- “Describe a time when you worked in a team to solve a problem under pressure.”
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Questions about Availability and Schedule
It is entirely appropriate for employers to inquire about a candidate’s availability, especially if the job requires working specific hours, weekends, or irregular shifts. These questions help determine logistical compatibility between the candidate and the role.- “Are you comfortable with working on weekends or holidays if needed?”
- “What is your availability for the role if you are hired?”
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Questions on Legal Eligibility to Work
In many countries, employers are allowed to ask whether a candidate is legally permitted to work in that country, especially if the job requires specific work permits or legal authorization. Examples include:- “Are you authorized to work in this country without restrictions?”
- “Do you require sponsorship to work in this country?”
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Skills Assessments
Job interviews often include skill assessments to test the candidate’s technical abilities. These can range from problem-solving tasks, coding challenges, or writing samples, depending on the position. For example:- A graphic designer might be asked to create a quick mock-up during the interview.
- A marketing professional could be asked to develop a brief campaign strategy for a fictional product.
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Questions about Salary Expectations
Employers may inquire about a candidate’s salary expectations to assess whether their compensation requirements align with the organization’s budget. These types of questions can help both parties gauge the financial feasibility of moving forward.- “What are your salary expectations for this role?”
- “What are your compensation requirements for the position?”
What Is Forbidden in Job Interviews?
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Questions Regarding Personal Life and Family Plans
Questions about a candidate’s personal life, such as their family status, children, or marital plans, are strictly prohibited. These types of questions can lead to discrimination and violate labor laws in many regions.- “Are you planning to have children soon?”
- “How does your spouse feel about your working long hours?”
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Inquiries About Age, Gender, or Marital Status
Asking about a candidate’s age, gender, or marital status is unlawful and can be considered a form of discrimination. Such questions are irrelevant to job performance and should never be posed during a job interview.- “How old are you?”
- “Do you plan to get married soon?”
- “What gender do you identify with?”
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Questions About Religion or Religious Practices
Employers are prohibited from asking questions that delve into a candidate’s religious beliefs or practices. These questions are considered discriminatory unless the job specifically requires certain religious qualifications (for example, a religious organization hiring a clergy member).- “Which religious holidays do you observe?”
- “Do you attend religious services regularly?”
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Questions About Disability or Health
It is illegal for interviewers to ask questions regarding a candidate’s physical or mental health unless the candidate voluntarily discloses it and the inquiry is directly related to the ability to perform job functions. For example, asking about a candidate’s ability to lift heavy objects might be valid for certain physical jobs, but in general, questions about health status are prohibited.- “Do you have any medical conditions we should know about?”
- “Do you have any disabilities that could affect your performance?”
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Inquiries about Race, Ethnicity, or National Origin
Questions related to race, ethnicity, or national origin are never allowed in job interviews as they can lead to bias and discrimination. Employers should focus on a candidate’s qualifications rather than any characteristics unrelated to the job.- “Where are you from?”
- “What race do you identify with?”
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Questions About Sexual Orientation or Gender Identity
Discriminatory questions regarding a candidate’s sexual orientation or gender identity are illegal. Employers must not ask about or assume a candidate’s sexual preferences, and gender identity should be treated with respect and inclusivity.- “Are you married to a man or a woman?”
- “Do you have a partner?”
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Financial or Credit Information
It is generally illegal for employers to inquire about a candidate’s financial status, including credit history, unless the job involves financial management or fiduciary responsibilities. Even in such cases, the questions must be relevant and must comply with specific regulations.- “Do you have any outstanding debts?”
- “Can we access your credit report?”
Best Practices for Interviewers
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Be Structured and Consistent
Develop a set of questions for all candidates to ensure consistency and fairness. This also helps reduce bias, as all candidates will be evaluated on the same criteria. -
Focus on Skills and Qualifications
Emphasize questions that assess the candidate’s ability to perform the job rather than irrelevant personal information. This will help ensure that the interview process is fair and objective. -
Train Interviewers
Conduct regular training for hiring managers and recruiters to ensure they understand the legal boundaries of what can and cannot be asked in an interview. This also helps to reduce unconscious bias. -
Respect Candidate Privacy
Even if certain questions are allowed, be mindful of candidates’ privacy. Asking respectful, job-relevant questions while giving candidates the space to share only what they feel comfortable with is essential for maintaining a positive interview experience.
Conclusion
Job interviews are an important step in the hiring process, but they come with specific guidelines about what is permissible. It is essential for employers to focus on evaluating candidates based on their skills, experience, and qualifications rather than personal characteristics that are unrelated to the job. By adhering to what is allowed and avoiding what is forbidden, both employers and candidates can ensure a fair, respectful, and effective hiring process.
Understanding these boundaries helps organizations comply with labor laws and promotes an equitable, inclusive work environment. As for candidates, knowing your rights during an interview can empower you to recognize inappropriate questions and maintain control over your personal information.