Interview Questions to Steer Your Clients Away From

Steer clients away from interview questions about race, color, religion, sex, national origin, age, disability, genetic information or family plans and, in many states and cities, salary history. Even when asked casually, these questions can expose your client to discrimination claims and push good candidates away. Better questions focus on the job: what the candidate has done, how they'd handle the work and whether they can meet the role's real requirements. Rules vary by state and country, so check with employment counsel.

Why should recruiters care what clients ask?

You're in the middle of every interview you arrange. A candidate who hears an inappropriate question often tells the recruiter first, and they may decide the company isn't somewhere they want to work. A client who gets into trouble over a hiring decision may also look at how the search was run. Helping hiring managers avoid these questions protects the candidate, the client and your reputation.

Which topics should interviewers avoid?

US federal law prohibits employment discrimination based on race, color, religion, sex, national origin, age (40 and over), disability and genetic information. State and local laws often add more. In practice, that means steering clear of questions like these:

• Age. "How old are you?" or "What year did you graduate?"
• Family plans. "Do you have kids?" or "Are you planning a family?" These can suggest sex discrimination, even when they're meant as small talk.
• National origin and religion. "Where are you from originally?" or "Which holidays do you observe?"
• Health and disability. "Do you have any medical conditions?" or "How many sick days did you take last year?"
• Genetic information. Including questions about family medical history.
• Salary history, where restricted. Many states and cities restrict asking about a candidate's current or past pay.

What should interviewers ask instead?

• Instead of age or graduation year: "Tell me about your experience with the kind of work this role involves."
• Instead of questions about home life: "This role needs occasional evening travel. Is that workable for you?"
• Where work authorization matters: "Are you legally authorized to work in the US, and will you now or in the future need visa sponsorship?"
• Instead of health questions: "Can you perform the essential functions of this role, with or without reasonable accommodation?"
• Instead of salary history: "What compensation are you looking for in your next role?"

How do you raise this with a client without lecturing?

Build it into your normal interview prep rather than sending a list of rules. When you brief the hiring manager, mention the topics to avoid in a sentence or two and offer the job-related versions above. Small talk is where most trouble starts, so suggest safer openers: a project on the candidate's resume, the team they'd join or the role itself. For more on briefing managers, see how to prep a hiring manager.

What if a candidate says they were asked something inappropriate?

Thank them for telling you, write down what was said and when, and don't promise an outcome you can't control. Tell the client what the candidate reported in neutral terms and suggest they involve HR or employment counsel. Then keep the candidate informed, if they still want to continue. This article is general information, not legal advice.