4 min read

Interviewing: What NOT To Ask Candidates

Jan 24, 2018 6:30:00 AM

Interviewing - Blog.jpgRecruiting and retaining top talent remains a challenge across many industries. These days it isn’t just a war for talent, but it’s the norm for HR professionals.

How can you make sure you’re hiring the best qualified candidate for your organization? Establishing a strong interview process is a good first place to start. Without this important process in place, you’re going to struggle to find the right people.


At the foundation of every interview are the questions. What should you be asking? What topics or questions should you be avoiding?

The right questions can help you understand if the candidate’s skills, experience, and personality meet the position requirements and your company’s culture. But the wrong questions could inhibit your ability to find the best person for the job, seem irrelevant and may even offend an applicant. They could even get you into legal trouble.

Click here for a list of sample questions to consider including in your next interview. And see below for some examples of what NOT to ask.

Keep in mind that your HR staff often aren’t the only ones involved in interviews. Make sure everyone at your organization who will take part in an interview is provided with guidance on what they should and shouldn’t ask candidates.

 

Don’t Ask This…

Instead Consider This…

­1. Are you a U.S. citizen?

1. Are you authorized to work in the U.S.?

2. What is your native language?

2. What language do you read, speak, or write fluently?

3. Do you take drugs?

3. Do you use illegal drugs?

4. What religion do you practice?

4. What days are you available to work?

5. Which religious holidays do you observe?

5. Are you able to work with our required schedule?

6. Do you belong to a club or social organization?

6. Are you a member of a professional or trade group that is relevant to our industry?

7. How old are you?

7. Are you over that age of 18?

8. How much longer do you plan to work before you retire? Or If you get pregnant, will you continue to work, and will you come back after maternity leave?

8. What are your long-term career goals?

9. Is this your maiden name?

9. Have you worked or earned a degree under another name?

10.Do you plan to have children? Or Can you get a babysitter on short notice?

10. Are you available to work overtime on occasion? Can you travel, even on short notice?

11. We’ve always had a man/woman do this job. How do you think you will stack up?

11. What do you have to offer our company?

12. How much do you weigh?

12. Are you able to lift boxes weighing up to 80 pounds?

13. Do you have any disabilities? Or Have you had any recent or past illnesses or operations?

13. Are you able to perform the essential functions of this job with or without reasonable accommodations?

14. Have you ever been arrested?

14. Have you ever been convicted of “x” (fraud, theft, and so on) that hasn’t been expunged?

15. Are you a member of the National Guard or Reserves?

15. Do you have any upcoming events that would require extensive time away from work?

 

Gibson

Written by Gibson

Gibson is a team of risk management and employee benefits professionals with a passion for helping leaders look beyond what others see and get to the proactive side of insurance. As an employee-owned company, Gibson is driven by close relationships with their clients, employees, and the communities they serve. The first Gibson office opened in 1933 in Northern Indiana, and as the company’s reach grew, so did their team. Today, Gibson serves clients across the country from offices in Arizona, Illinois, Indiana, Michigan, and Utah.