5 Things Not to Say When Interviewing IT Candidates
Posted May 7th, 2019
There is tons of advice on what you should ask your IT candidates during an interview. However, there are also plenty of things you shouldn’t say. Some statements are merely inappropriate while certain questions could actually land you in hot water, from a legal perspective.
Before you conduct your next interview, here are five things you should never say or ask as an IT interviewer.
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Where did you grow up?
Asking someone where they are originally from may seem like an innocent question. However, since the answer could relate to a person’s race or national origin, this inquiry could actually be illegal. Similarly, asking where a person was born, what race they are, or about their national origin are all off limits.
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How old are you (or when were you born)?
Discriminating against someone for being over 40 is prohibited under the Age Discrimination in Employment Act (ADEA) if your company has over 20 employees. As a result, asking about a person’s age or year of birth should be avoided.
Asking questions that allow you to infer someone’s age – such as when the candidate graduated from high school – should also be considered off limits. While the ADEA doesn’t protect individuals under the age of 40, some states to offer them protection, so it is better to avoid the topic entirely.
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Do you have a disability?
Employers are barred from discriminating against a person with a disability who is otherwise qualified to do the job under Title I of the Americans with Disabilities Act (ADA). Asking a person if they have a disability, how many sick days they used in the last job, if they take any prescription medications, or if the person has been treated for an addiction can land you in hot water.
However, illegal drug use is not covered by the ADA, so it is legal to ask about substance use. Similarly, asking a candidate if they can perform the duties associated with the position with or without an accommodation is fine, as long as you leave it ambiguous.
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Do you observe any religious holidays?
Religious preference is another off-limits topic. Asking whether the job seeker is part of a particular religion or if they observe any religious holidays should be strictly avoided.
However, you can ask certain questions that may be relevant to the position. For example, if weekend or holiday work is a requirement, asking if that would be an issue is fine. Additionally, religious organizations, including sectarian educational institutions, can factor in a person’s religion when hiring, but they are the only exception under Title VII of the Civil Rights Act of 1964.
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Have you ever had to file for bankruptcy?
While companies may be allowed to run credit checks on candidates if good credit is a requirement for the role, asking a person about their financial status is a no-go. This includes asking about bankruptcies, whether they have had their wages garnished in the past, or even if they are homeowners.
Find Better IT Candidates by Working with Bayside Solutions
Ultimately, all of the questions above should never make their way into your interview questions. If you would like to find out more, the staff at Bayside Solutions can help. Contact us to speak with one of our recruitment specialists today and see how our hiring expertise can benefit you.
