8 Questions a Hiring Manager Should Never Ask

The interview process and the questions a hiring manager asks should be designed to determine the best candidate for a position.

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8 Questions a Hiring Manager Should Never Ask

8 Questions a Hiring Manager Should Never Ask

Ask Questions That Won’t Land You in Hot Water

If you’re looking to develop a hiring process in your company, or even if you already have one, it’s important to look at your interview process. You need to determine what types of questions you are planning to ask potential candidates.

Many hiring managers never think about this part of their hiring process. They may not interview enough people to hone their hiring skills. The interview process and the questions you ask should be designed to determine the best candidate for a position. The desire to accomplish this goal can lead to asking questions that may not be appropriate nor do they actually determine if a candidate can perform the job duties. According to Cortney Shegerian of Shegerian & Associates, the following are questions that many hiring managers ask during interviews but shouldn’t:

  1. “Will you need time off for personal reasons?”
  2. “Is anyone in your family disabled?”
  3. “Do you have any serious health conditions or disabilities?”
  4. “How old are you? How many more years do you plan on working?”
  5. “Are you religious? What do you believe in?”
  6. “What race do you identify with?”
  7. “What gender are you? Are you transgender?”
  8. “What’s your sexual orientation?”

Some of these questions may seem like no-brainers to not ask. But asking any of these questions can land a hiring manager and their company in serious hot water.

For example, if you ask a female candidate if she will need time off for personal reasons and she replies that she’s pregnant, you’ve opened up a can of worms. If you do not hire her for the position, she can claim she wasn’t chosen due to pregnancy discrimination.

It may make sense to ask a candidate about any health conditions or disabilities they may have to ensure your company can accommodate them if they are hired. And it is true that you have to make reasonable accommodations for a disabled employee under the Americans With Disabilities Act (ADA). However, if you don’t hire the disabled candidate, they can claim it was due to their disability and now you’re faced with another uncomfortable discrimination situation, albeit unintentional.

Asking someone’s race, age, gender, or religion is irrelevant in the hiring process except when trying to validate someone is over the age of 18 for certain positions. Even though job applications ask for race data, this information is collected by the federal government to analyze the diversity of applicants at certain companies and to ensure that equal employment opportunity (EEO) targets are being met.

As you can see, there are several discrimination situations you can inadvertently find yourself in that are completely avoidable. The key takeaway is to make sure your interview questions are on point with the job position and will help you make a hiring decision.

How APS Can Help

APS Hire can help you streamline your recruiting, applicant tracking, and onboarding processes, including interview questions, with a simple and intuitive design. APS Hire is part of the APS workforce management platform to provide a truly unified solution for your business. Call us today at 855.945.7921 to schedule your customized demo.