As a job candidate, it's likely that at some point an interviewer's question will rub you the wrong way -- or worse, some questions are illegal and simply cannot be asked.
Federal laws protect job candidates against discrimination based on sex (including family obligations and pregnancy), religion, national origin, age and disability. A combination of federal and state laws governs the consideration of arrest records in hiring decisions.In short, as a job candidate, you have rights you shouldn't forego during the interview process. Here, I've collected examples of interview questions you should avoid answering -- and ways you might handle them if asked.
Admittedly, it's difficult to know for sure if you're being discriminated against. Some people will ask illegal questions outright; others will beat around the bush. If an enthusiastic interviewer turns icy when you mention a child, that could be a tipoff. Another warning sign might be cryptic feedback about why you didn't get a job you were confident of winning.
If you think you were the victim of discrimination, consider yourself lucky that you weren't hired by such a place -- and report your concerns to the Equal Employment Opportunity Commission or the agency responsible for enforcing the employment laws of your jurisdiction, usually called "Human Rights Commission" or "Department of Fair Employment Practices."
All in the Family
They can't ask...
... whether you have, or plan to have, children. Even if a job requires you to work long or odd hours, it is your business how you meet those obligations and an interviewer cannot ask "How will you balance your job and your kids?" Likewise, an employer may not base its hiring decision upon your real or imagined plans to start a family.
But they can ask...
... whether you can keep the schedule needed to get the job done, as many jobs have strict or unpredictable working hour requirements.
Losing Your Religion
They can't ask...
... virtually any questions about your religion. Even well-meaning ones about your place of worship from people who are your neighbors are off-limits.
But they can ask...
... about it if you are applying for a job for which religion is essential, such as minister or rabbi.
They can also ask if you are available to work weekends and holidays if that is essential to the job. Still, federal law entitles you to a reasonable accommodation of your religious practices, which may include taking certain days off, taking prayer breaks or the flexibility to swap days with a co-worker.
Unless there is a good reason why a prospective employer cannot be flexible about your schedule, the need to take time for religious observance alone cannot disqualify you for a job.
Do I Detect an Accent?
They can't ask...
... even seemingly innocuous questions about your interesting accent or your unusual name. Ethnicity and national origin are out of bounds.
If you find yourself on the receiving end of such an inquiry as, "Where are you from?", play dumb. Perhaps your family emigrated from Peru, but you can also be "from" Northeast Washington or Minneapolis or the South. Answer the question as if it were harmless small talk and give the interviewer an opportunity to steer clear of a subject that could get them in trouble.
If the interviewer asks, "Do I detect an accent?" reply good-naturedly that he or she does -- then deflect further inquiry into your cultural background by asking a job-related question or making a point about your professional background. That's the only background an employer should be considering.
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