As many employers are now hiring again, I felt that it may be appropriate to remind you of some areas of questioning that may be potentially illegal or inappropriate to venture into.
Some interview questions are obviously discriminatory and avoided by almost all employers. 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. Employers may think they are just making conversation but could be leaving themselves open to litigation.
How you can find out all the information you need in an interview without straying into potentially litigious territory?
- Before you start the interview…
Although anti-discrimination legislation can feel like a minefield, it doesn’t have to complicate the interview process.
By 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).
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. read more….