As an employer, avoid questions about an applicant's race, religion, age, gender, national origin, family status (marital status, children, pregnancy), sexual orientation, disabilities, or criminal history (before an offer) to prevent discrimination claims, focusing instead on job-related skills and qualifications; questions about salary, benefits, or what the company does are also best saved for later stages, not the initial interview.
We recommend that you avoid asking applicants about personal characteristics that are protected by law, such as race, color, religion, sex, national origin or age.
There are many questions that are considered to be off limits during the interview process. Federal and State laws prohibit employers from discriminating against job applicants based on their race, religion, sex, gender identity, sexual orientation, age, disability, marital status, pregnancy, etc.
Questions regarding marital status, pregnancy, future child bearing plans, ability to reproduce and number of age and children.
But what about “trigger” words? These are the words that immediately set off a bad reaction in the listener. They just tick people off and should be avoided during the interview.
The five hardest interview questions often probe self-awareness, past failures, and motivations, commonly including: "Tell me about yourself," "What's your biggest weakness?", "Why should we hire you?", "Tell me about a time you failed/made a mistake," and "Why are you leaving your current job?" These questions challenge candidates to present a polished, yet honest, narrative about their professional journey, areas for growth, unique value, and reasons for career transitions.
(Wait until later in the process to inquire about these things.) Never ask “What does your company do?” • Never ask “If I'm hired, when can I start applying for other positions in the company?” • Never ask how quickly you can be promoted. Never ask “Do you do background checks?” • Never ask about gossip you've heard.
Citizenship Questions
Inappropriate to ask: o Are you a US citizen? o Are your parents / spouse US citizens? o On what dates did you / parents / spouse acquire US Citizenship? o Are you / parents / spouse naturalized or native-born US citizens?
Education: Any inquiry specifically asking the nationality, racial or religious affiliation of a school. Financial Status, Credit Record, or Car Ownership: These questions are unrelated to the applicant's ability to perform the requirements of the position and tend to discriminate against certain groups.
In the United States, certain federal and state laws make it illegal for a potential employer to discriminate against a job applicant based on race, color, religion, sex (including gender identity, sexual orientation, and pregnancy), age, national origin or disability.
12 words and phrases to avoid saying in a job interview.
Having less than ten seconds to prove qualifications for a position enforces the idea that the focus point of drafting a resume, should be to stick to the Three Fs of Resume Writing: Function, Form, and e(F)fectiveness.
To answer "What are your 3 strengths?", pick three key qualities (like adaptability, problem-solving, teamwork) that match the job, provide a brief, specific example for each showing how you use that strength (e.g., "I used my adaptability to [specific situation]"), and briefly explain the positive impact on the team or project, demonstrating your value.
Keep your chair and don't say anything to the visitor unless you are spoken to first. If the recruiter introduces you to the person who came in, then you may stand. Don't inspect or read documents on the recruiter's desk.
How to Answer “What's Your Biggest Failure?”
Those gut-check moments make you sit up and take a little extra notice during the hiring process. For hiring managers, red flags might be candidates who show up late, give strange excuses, or don't know basic details about the job they're interviewing for.
Top five biggest interview mistakes