While good questions can help gain a deeper understanding of the candidate, it’s equally important to avoid asking inappropriate or illegal questions. These questions can not only damage the company’s reputation, but they can also lead to legal consequences. To avoid this, employers should be aware of guidelines to avoid discrimination and violations of the candidate’s rights.
Some examples of inappropriate or illegal questions include:
1 Questions about the candidate’s marital status, gender, age or sexual orientation.
2 Questions about the candidate’s religion, beliefs or nationality.
3 Questions about the candidate’s pregnancy status or family planning.
4 Questions about the candidate’s health or any disabilities.