20 Responses to “7 interview questions supervisors should never ask”

1. vann wilhite Says:
   April 8th, 2008 at 11:54 am

   I request more supporting information/documentation and the Federal regulation to “not asking” Question 1, whereas this is typically included on job applications and interviews, although stopping at “Are you married?” is a sufficient supplement to the interview process. I have never had a problem when asking job candidates this query. I agree with your comments supporting Question 6, but believe job candidates need to be involved in professional organizations and think professional membership is within asking. This is a good reminder article.

2. Joyce Lowry Says:
   April 8th, 2008 at 4:16 pm

   I was recently interviewed for an Office Administration including, Human Resource and Payroll duties. I have 20 plus years experience. I recently moved to this location to be near my son and his family. During my interview the interviewer asked me if I was considering retiring soon? (I am not at retirement age at the moment) I answered no, that I love to work. They did inform me that they had a few other interviews that day. I did not get the position although they did call and say it was a close choice.

   I will always feel it was because of the question she asked me. What do you think?

   Thanks,
   Joyce

3. Janice Scherwitz Says:
   April 11th, 2008 at 9:17 am

   Joyce: It would be impossible to tell if you did not get the job because of that question, but in the future, I would find a different response to that. Maybe a smile and a “why do you ask?” would’ve made the interviewer realize he/she was treading on shaky ground…and presuming that you were retirement age (no woman likes to reveal that!). Quite frankly, if the interviewer asked the question with age-discrimination in mind, you don’t want to work there anyway….who knows what other issues that employer has that could be considered discriminatory?

4. Evelyn Wooten Says:
   April 14th, 2008 at 11:37 am

   I agree with Janice in that it is impossible to know whether age discrimination was a factor in Joyce not getting the job. However, I have an issue with the “Quite frankly, if the interviewer asked the question with age-discrimination in mind, you don’t want to work there anyway….who knows what other issues that employer has that could be considered discriminatory?” This kind of thinking only allows discriminatory practices to continue. The company may actually be a good place of employment if not for an unethical and illegal interviewer “with age-discrimination in mind.” I personally think if Joyce feels strongly there is the probability she has been discriminated against, she should contact her state’s EEOC office. They are trained in how to proceed in these types of circumstances.

5. V. Mithe Says:
   April 14th, 2008 at 3:30 pm

   I was reading the response from V. Wilhite, and was wondering why would a question about marital status be necessary on a job application. It’s not a question that’s normally on an application.

6. Darlyne Felder Says:
   April 15th, 2008 at 9:22 am

   Are there any right or wrong questions, during an interview or initial processing, relating to whether or not the applicant would consider working for a minority firm?

7. Carolene Archuleta Says:
   April 21st, 2008 at 2:49 pm

   Age you cannot ask only ask if hired, provided proof of legal age.
   Birthplace If hired, cannot ask on ask if hire, can you provide empoloyment eligibility Verication for
   (I-9 Form)
   Cannot ask the applicant owns or rents ony what they’re present address is
   Race//color is never an acceptable question
   Sex gender not an acceptable question
   National Origin/Ancestry cannot be asked only if a BFOQ provide employiemnt eligibility verification (I-9 form
   Marital /Family Status not an acceptable question
   Drug or Alcohol Past problems/rehabilitation cannot be asked but do you drink Alcohol? Are you currenty using illegal drugs can be asked.

8. Janice Scherwitz Says:
   April 21st, 2008 at 3:13 pm

   Understand your point, Evelyn, but those kinds of questions from an HR professional? Isn’t that kind of strange? Yes, perhaps the company is a good place to work (although the point is moot since Joyce didn’t get the job), but I have concerns about a company that isn’t as above board as possible even with a potential candidate….it just hit me the wrong way, I suppose…

9. Richard Loupee Says:
   April 21st, 2008 at 8:17 pm

   I am also confused about the response from vann Wilhite. One absolutely cannot discriminate or make employment decisions of any kind based on the individual’s marital status. Under what circumstances would you include such a question on an employment application or to be discussed in an interview?

10. S. McPherson Says:
    April 23rd, 2008 at 5:56 pm

    To answer V. Wilhite – since it is unlawful under the ADEA to include age preferences in advertisements or job notices unless it is a BFOQwhy would you ask in an interview. The EEOC states that it “does not specifically prohibit an employer from asking an applicant’s age or date of birth” it also states that it could deter an older worker from applying and that if someone does accuse you of age discrimination, your reasoning for asking that question will be “highly scrutinized”. So why would you ask? A job interview should ask questions relating to the applicants ability to do the job ONLY. There is not other questions that should be asked. We are not there to be nosy. You can get to know the person on a more personal level after they are hired. To ask personal questions of an applicant is just putting yourself and your employer at risk. I require anyone in our company that has the right to interview to turn in questions to HR for approval that they are going to ask for any position open. Then they are to ask each applicant applying for a particular position the SAME questions. Any HR person worth their salt would not ask any of the questions in the article above.

11. Janice Scherwitz Says:
    April 24th, 2008 at 9:47 am

    Completely agree with S. McPherson, which is why I was so put off by the company that interviewed Joyce. It may be a good company, but you sure can’t tell by their HR person

12. Joseph V. Monaghan Says:
    May 19th, 2008 at 4:13 pm

    It is incredulous to think that some interviewers still ask irrelevant and discriminatory questions. It demonstrates the reason why HR must conduct training related to Managers and Supervisors, possibly hand out ‘do & don’t during the interview process’ and double check their employment applications to ensure marital etc. questions are not asked.
    My guidance to managers is to qualify the individual, who has already been pre-screened by HR, as to how that individual will fit with the mission and values of the company. Assuming the individual meets the knowledge, skills and abilities required of the written job description, the training and certifications needed and the initial HR assessment resulting in a referral to the hiring manager, the questions that can be asked are limited; it is the managers perception of how the individual will fit and contribute that are most important to be asked by the manager.

13. Joseph V. Monaghan Says:
    May 19th, 2008 at 4:18 pm

    Another thought about asking marital status during an interview; it can certainly be perceived as discriminatory when paying insurance premiums for single versus family coverage or maybe the interviewer thinks being single means the person being interviewed will be less responsible than a ‘family employee’…there are so many solid reasons why irrelevant questions should not be asked.

14. Ellen Richards Says:
    May 20th, 2008 at 7:44 am

    I guess that’s why I am not in HR. After a person is hired, it’s too late to find out if the person would not fit with the rest of the company. Doesn’t the employee have to fill out a deduction form for income tax, etc.? Why should it matter if the company asks if a person is married or not? If these questions are only asked after a person is hired, and then it creates a problem, how are you going to get rid of the employee? It would be better not to hire the person in the first place. In some situations, those kinds of questions may be necessary for the person to be fully qualified for the position. Frankly, I think the government has put too many restrictions on businesses. They ought to be able to hire and fire who they want. There is no consitutional right to work at a particular company.

15. Janice Scherwitz Says:
    May 20th, 2008 at 9:17 am

    Hi Ellen
    The reason you don’t ask these questions is because you cannot be discriminatory against someone because of their marital status or whether they have children, etc. You would not want a potential employer to assume that you were incapable of doing your job just because you were married. While I agree with you that there are too many regulations to follow, some of them came about because there was so much discrimination, especially when women began to join the workforce who were married, had kids, etc.

16. Ellen Richards Says:
    May 21st, 2008 at 10:47 am

    I realize that the law says you can’t discriminate against someone for age, marriage, sex, and a host of other variables, but I still don’t agree with it completely. There are some positions that can be affected one way or the other by a person’s status in one of these “nondiscriminately” conditions. If a position would involve having to be away from family for extensive periods of time, the employer deserves to know if that would create hardships on the employee that could effect his effectiveness on the job. If the position involves heavy lifting and physical activity, the employer should have the right to know if the employee may become pregnant and incapable of safely performing her work.
    Why would anyone want to work for a company that would have discriminatory attitudes anyway? Both parties ought to be upfront with what they expect from each other before they are employed.

17. V. Mithe Says:
    May 21st, 2008 at 10:59 am

    You may not realize it, but you just sited some of the reasons those questions are discriminatory. Employers cannot and should not assume that because someone is married with a family, it would cause a hardship if a job required travel. It can’t be assumed just because someone is not pregnant, that they can lift heavy weights.

    I don’t think anyone agrees 100% with all of the laws, but there are clear reasons we need them. Besides, the job description should show job requirements (ie: lifting, travel, etc).

18. Linda Says:
    June 2nd, 2008 at 5:42 pm

    In response to Ellen’s posting, there are questions that can be asked to ascertain whether or not the employee can fill the requirements of the job without asking point-blank “Are you married?” or “Do you have plans to get pregnant?” V Mithe was correct in pointing out that basing hiring decisions on “assumptions” about the candidate is why we need all of these regulations in the first place.

    Simply state what the requirements of the job are and ask the candidate if he/she can meet the requirements. If the job requires heavy lifting, state that the job requires frequent lifting of packages weighing 50# or more and ask if the person can do that? Don’t assume that the candidate can’t just because it’s a woman. Don’t assume that just because a woman has children that she cannot fill the travelling requirements for the job. State the requirements clearly, but don’t make assumptions or base your decision on stereotypes.

19. Claire Says:
    August 13th, 2009 at 1:13 pm

    How about saying, “I would be happy to answer this question (refrring to the inappropriate or illegal question) if you can describe how it relates to the job?

20. Wendy C. Says:
    October 29th, 2009 at 12:41 pm

    Folks: IF IT IS NOT JOB RELATED — DON’T ASK.

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