chat
expand_more

Chat with our Pricing Wizard

clear

Advice for Employers and Recruiters

Answering Tough Interview Questions Bordering on Discrimination

joel cheesman Avatarjoel cheesman
December 5, 2007


Going to a pre-employment interview is stressful enough without the added concern of the possibility of discrimination. Even the most experienced hiring managers can accidentally ask potential employees questions that are or boarder on being illegal.
In many cases, the interviewer is not intending to discriminate against the interviewee based on the information gathered. Many workers do not know what kind of questions can be asked in a job interview. By knowing what is and is not legal, handling these possibly discrimination causing questions will become easier. This will also help to make sure that one does not volunteer information that can unlawfully effect the likelihood of being hired.


Most of the questions that are considered unlawful deal with race, age, family responsibilities, and lifestyle. A good rule of thumb for the legality of interview questions is this: Does the question directly pertain to the interviewees qualifications, character, or educational/work experience? If it doesn’t, then there is the a good possibility that the employer has crossed the line, whether unintentionally or not.
For example, questions about one’s family obligations such as “What sort of childcare arrangement do you have?” or “Are you living with anyone?” are not as innocent as they may sound. An employer concerned with childcare arrangements may be trying to gauge the worker’s availability for nontraditional working hours. The second question can be used to make a moral judgment by some employers.
During job interviews, many people accidentally make the mistake of volunteering information that can be used for discriminatory purposes. One of the most common mistakes made is using the open ended question of “Tell me about yourself” to talk about one’s children, religion, or marriage. Although this information may not be used against the person being interviewed, it is better to be cautious.
A job seeker should use this question to go into details about their personal characteristics that make them right for the job. For example, replies like “I’m a goal driven, detail orientated person who enjoys a challenge” or “I tend to handle working in groups or by myself equally well” are much safer responses.
Handling these sort of questions requires some foresight, especially since it is often difficult to determine another’s motives. In some cases it may be obvious that the interviewer is only being friendly and trying to engage in small talk. In these circumstances, if one feels comfortable that it will not endanger their possibilities of being hired, then it is OK to answer truthfully. This is particularly encouraged if the person conducting the interview has volunteered similar information.
Another way to handle such interview questions is to direct the response towards one‚Äôs qualifications and abilities to perform the job. For example, if the employer asks “how will your family feel about the long hours and commitment this job will require” then it perfectly acceptable to respond with “I am accustomed to long hours and believe that a position that calls for dedication makes me feel as if I have a strong purpose.” Most interviewers will not press for a more direct answer.
In cases where one feels they have been discriminated against, based on their responses to such questions, reporting the incident will ensure that no one else must undergo such an experience.

Request a Demo

For prompt assistance and a quote, call 952-848-2211 or fill out the form below. We'll reply within 1 business day.

First Name
Last Name
Please do not use any free email addresses.
Submission Pending

Related Articles

No Related Posts.
View More Articles