Interview Do’s and Don’ts

Questions regarding sex, age, color, race, religion, national origin, veteran’s status, sexual orientation or disability are inappropriate to discuss with candidates. If the candidate brings these topics up themselves, redirect the candidate quickly and do not consider the information in the employment decision.

The Department of Human Resources can provide sample interview questions and targeted interview skills training upon request.

Sex

Appropriate: No inquiry is acceptable as sex is not a bona fide occupational qualification

Inappropriate: Do not ask questions that would indicate sex.

For example – Do not ask female applicants:

Are you planning on having a family?
What kind of childcare arrangements do you have?
What is your maiden name?
What is your husband’s career plans?
Do you have children? How old are they?

Age

Appropriate: Only applies to hiring a minor. You can inquire if the applicant is under 18. 

Inappropriate: Asking the applicant’s age or birth date.

Race

Appropriate: No inquiry is acceptable

Inappropriate: Any inquiries regarding the applicant’s race, color of skin, eyes, hair, or other questions directly or indirectly indicating race or color. 

Religion

Appropriate: Inquiry into professional, or job related organizations of which an applicant is a member, providing the name of the organization does not reveal race, religion, color, or ancestry of the membership. 

You can ask:  What days or hours would you be unable or unwilling to work?

Inappropriate: The names of organizations to which the applicant belongs, if such information would indicate the race, religion, color or ancestry of the membership should not be asked.

You cannot ask:  What is your religion; what church do you attend?

National Origin

Appropriate: Languages applicant reads, speaks or writes fluently, if job related. 

You can ask:  If the applicant has the legal right to work in the United States?

Inappropriate: Inquiries into applicant’s lineage, ancestry, birthplace, national origin. 

You cannot ask:  What country are you a citizen of; What language the applicant commonly uses.

Military

Appropriate:  Type of education and experience in service as it relates to a particular job.

Inappropriate:  Type of discharge. 

Marital and Family Status

Appropriate:  Whether a candidate can meet specific work schedules is acceptable

Inappropriate:  Any inquiries indicating whether an applicant is married, single, divorced, dating, engaged or widowed.

Disability

Appropriate: If the applicant indicates that he/she is reasonably able to perform the essential functions of the job and is qualified.

Inappropriate: General inquiries (Do you have any disabilities?) which would tend to divulge disabilities or health conditions.

If the applicant indicates he/she requires an accommodation to perform the job duties and may be otherwise qualified, ask what accommodation is necessary and inform him/her that the request will be taken into consideration. Immediately after the interview, notify the Department of Human Resources and the Office of Equal Opportunity and Diversity.

Arrest and Convictions

Appropriate: Inquiry into actual convictions. 

Note: If a conviction record is declared, this is NOT an automatic reason for rejecting an applicant. This should be discussed with the Department of Human Resources.

Inappropriate: Any inquiry relating to arrest. Ask or check into a person’s arrest or conviction record if not a bona fide qualification.

Financial Condition/Credit Rating:

Appropriate: None, unless a bona fide qualification.

Inappropriate: Inquiry concerning an applicants credit rating, charge accounts etc.

Address or Duration of Residence

Appropriate: Applicant’s address, if required for clarification purposes.

Inappropriate: Specific inquiry into foreign addresses which would indicate national origin. Whether applicant owns or rents home.

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