Instead, simply confirm they are able to work when they will be required to.ĭon’t ask: What country are you from? Where were you born?ĭo ask: Are you eligible to work in the UK?ĭo ask: This job requires someone who speaks more than one language. You may want to ask about religious practices to find out about any scheduling conflicts around weekends or religious holidays, but you should never ask a candidate about their beliefs. While it is legal to ask about ethnic background on application forms, this is for monitoring purposes only and usually anonymous, and should never be brought up in an interview. If an applicant has an unusual name, don’t ask about its origin, as the answer could possibly be grounds for discrimination. The exception to these guidelines is when there is an occupational requirement for a role, when an employer can objectively justify why a specific type of candidate is required, eg a religious organisation may stipulate that only candidates of that religion should apply, if it is a genuine requirement of the role.Įmployers should steer clear completely of any questions regarding a candidate’s birthplace, background or religious affiliation. Not all the questions below are necessarily illegal, but it is best practice to avoid straying into any of these areas.Īlthough anti-discrimination legislation can feel like a minefield, it doesn’t have to complicate the interview process.īy simply asking questions in a different way, you can find out the information you really want to know (ie the candidate’s suitability for the role) without asking the interviewee to divulge information about their personal life (that you don’t need to make a decision). This information is for guidance purposes only and not legal advice. In this blog, TPP examines how you can find out all the information you need in an interview without straying into potentially litigious territory. Employers may think they are making conversation but could be leaving themselves open to litigation. However, when trying to build a friendly rapport during an interview, it can be easy to innocently stray into ‘grey’ areas which may seem harmless but are in fact discriminatory, and therefore potentially illegal. There are some interview questions that are obviously discriminatory and avoided by almost all employers. Job interviews are the best opportunity a recruiter has to find out whether a jobseeker has the skills and personal qualities required for the role, as well as determining whether the candidate’s personality would fit with the organisation’s culture. Employers / Recruitment Advice / Interviewing / Interview questions you should avoid (and what to ask instead)
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