What should you not ask a candidate?

What should you not ask a candidate?

It is illegal to ask a candidate questions about their:

  • Age or genetic information.
  • Birthplace, country of origin or citizenship.
  • Disability.
  • Gender, sex or sexual orientation.
  • Marital status, family, or pregnancy.
  • Race, color, or ethnicity.
  • Religion.

    Can you ask someone how old they are in an interview?

    Remember that while you can’t ask someone’s age, it’s perfectly legal to ensure they’re legally old enough to work for you.

    Can you ask a job candidate how old are they?

    You can, however, ask whether a job candidate is 18 or older, since their status as a legal adult may be an important legal factor in the job. Are You Now, or Have You Ever Been, in a Union?

    What kind of questions can you ask an applicant for a job?

    You can’t ask questions that are likely to bring out information about alcoholism, which is a disability, whether past or present. You can ask an applicant whether she drinks alcohol or whether she has been convicted for driving under the influence, because these questions don’t reveal alcoholism.

    How can I find out about a candidate without asking?

    Background checks are key. If you follow the legal procedure, you can learn several things without asking the candidate, such as: conviction records, bad credit etc. References or previous employers are also good sources to find out more about the candidate through legal means. Want more?

    Can a employer ask all of the questions in question 9?

    An employer can ask all of the questions listed in Question 9, and others that are likely to reveal the existence of a disability, after it extends you a job offer as long as it asks the same questions of other applicants offered the same type of job.

    Do you have to ask the second question when applying for a job?

    If, however, an employer asks the second question, it should do so for all job applicants. An employer has no legal obligation to commence an immigration case. Therefore, if the job applicant answers “yes” to the second question, the employer need not consider the applicant further.

    When is it okay to ask an employee a question?

    If you can prove that a question directly relates to the job and that the answer would affect the person’s ability to perform the tasks, you may be allowed to ask certain questions. An example would be if you were a seniors clothing business recruiting senior models.

    What do you need to know about a job candidate?

    What you want to know: You want to understand how the candidate perceives the support and opinion of their current employer. This question tells you about the candidate’s interaction with their current boss. It also informs you about how well they accept criticism and feedback.

    When to ask if you are authorized to work in the United States?

    As discussed on our Labor & Employment Law Perspectives Blog on March 12, 2012, it is a best practice to ask job applicants about their ability to work legally in the United States. While asking “are you authorized to work lawfully in the United States” is necessary, that question may not generate sufficient information.