Job Interviews are common practice and one of the most critical components of any hiring process. Yet, hiring managers will often take freedom with the interview process and the questions they ask. While they may seem innocuous and are often common practice, asking an interviewee personal characteristic questions may be viewed as discrimination, as defined by the EEOC. The most prominent areas of concern are generally around an individual’s age, Visa Status, family or disability status, religion, and previous salary. Avoid direct questions such as “Are you a U.S. citizen? Do you have children, or do you plan to have children? or What is your religion?” Questions like these often have no bearing on whether an individual can complete the responsibilities of the job and their responses can create biases, positively or negatively. Interviews are designed to highlight the skills and abilities of the best person for the job, they should not become personal in nature. Navigating the variability of differing state laws can be complex, especially for national companies, making it imperative to ensure consistency with current HR laws.
Renee Walrath, President & CEO, Walrath Recruiting, Inc.