illegal interview questions that employers should stop asking

If you’re feeling intimidated by a job interview, know you’re not alone.

Sitting in a room with strangers and answering their questions is bound to make even the most seasoned job seeker uncomfortable.

From start to finish, finding a job is nothing if not nerve rattling.

However, there are some interview questions that can make even the most prepared candidates uncomfortable.

But although the hiring manager is in the driver’s seat, there’s a chance they’ll make a wrong turn and ask a question that is off limits—a question that you don’t have to answer, and sometimes definitely shouldn’t.

That’s why you need to be able to spot illegal interview questions since eployment process should be free from discrimination based on race, color, religion, sex and national origin.

As a job seeker, you want to be able to spot red flags that could indicate you’re not being treated fairly.

Here are five interview questions that we find are illegal for potential employers to ask you. And if you are an employer you should not ask a job seeker such questions.

1. Do you have any physical or mental disabilities?”

Asking this question is wrong as it discriminate a qualified applicant or employee with a disability.

Employers should be keen on this question so that they don’t make a mistake of asking. It lowers self esteem of a candidate will feel the interview was unfair.

If it is a must to ask a question on disability depending on the hiring position employers should ask the same questions of other applicants offered the same type of job, not just applicants with an obvious disability.

2.“When are you planning to have children?”

This is like invading a person’s private life.

Sex is a federally protected class, which means an employer cannot discriminate against a male or female job applicant.

A hiring manager simply may have concerns about the applicant’s ability to perform the job duties.

If that’s the case, the interviewer needs to ask the candidate directly about job-related responsibilities.

3. Which church do you belong?/What is your religious affiliation?

Religious discrimination is prohibited, so employers are barred from basing hiring decisions on a person’s religious beliefs, observances, or practices.

4. What is your nationality?

Employers should not base their decisions on the race, nationality or ethnic affiliation of an individual. This is discriminative.

Employment process should be free from national origin.

5. You have a strong accent. Where are you from?

Just like asking a candidate about their nationality, asking them of their ethnicity because of their accent is even more discriminative.

If you happen to be in a situation where an interviewer asks you an illegal question, how you respond is entirely based on your comfort level. You could simply state, “That doesn’t affect my ability to perform the duties of this job,” and leave it at that.

Or, if you feel the potential employer has crossed a line, you have every right to end the interview and leave. Granted, this is a difficult thing to do if you really want or need the job, but on the flipside, would you really want to work for someone who indicates a bias?

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