When conducting an interview, as hiring managers and team leaders, we tend to obtain and research everything pertaining to our candidate’s background before deciding which candidate will be the best fit.
Nevertheless, we must take into consideration the legal regulations the United States has towards the questions and exams done during the candidate selection process. Lack of compliance in legal regulations during this process is regularly not justified and could generate risks to the organization and the hiring manager or person conducting the interview.
This document presents a guide of supporting facts and questions that should not be asked during the interview process. To facilitate the interview process, it is important to have a set of questions pre-written and revised by the Human Resources Department of the organization. The Equal Employment Opportunity or EEO establishes every company should provide equal employment opportunities to every individual without discrimination towards age, race, color, national origin, religion, sex, age, disability, genetic information, and retaliation for reporting, participating in, and/or opposing a discriminatory practice. This indicates any question that violates any of the statement mentioned above should be excluded from the interview questions.
Questions such as: How old are you? What year did you graduate from your bachelor’s degree? Or questions pertaining to details violating the above protected terms will also be considered illegal. The interviewer should focus on functions, requirements, and responsibilities for the position.