CAREERS ASK THE EXPERT
What to Say When a Job Interviewer Asks You an Illegal Question
Donna Rosato @RosatoDonna April 15, 2015
Robert A. Di Ieso, Jr.
Q: I was recently being interviewed for a job, and it seemed to be going well. But then the interviewer asked if I was planning to have children. Is she allowed to do that?
A: If the question made you uncomfortable, there’s a good reason. It’s illegal to ask—and the person interviewing you may not even know it.
One in five hiring managers say they have asked a question in a job interview only to find out later that it was a violation of federal labor laws to ask it, according to a CareerBuilder survey.
In the same survey, one third of employers who were given a list of banned questions also said they didn’t know the queries were illegal.
Things that are out of bounds for companies to ask about include your age, race, ethnicity, religious affiliation, disability, plans for children, debt, and whether you are pregnant, drink, or smoke.
While it’s unlikely that an interviewer will bluntly ask your age or religion (though that does happen), a lot of interviewers veer into dangerous territory just by making small talk, says Rosemary Haefner, chief human resources officer at CareerBuilder. “Casual conversation is part of the interview process. When you’re chit-chatting, sometimes the conversation turns more personal.” In other cases, hiring managers want to make sure people are a good cultural fit, so they try to tap into other parts of a candidate’s life, Haefner says.
Sometimes it’s just how the question is framed that makes it illegal. For example, you can ask if a job candidate has been convicted of a crime, but not if he or she has an arrest record. You can’t ask a person’s citizenship or national origin, but it’s OK to ask if the person is legally eligible to work in the U.S.
Some hiring managers may be in the dark because they’ve never gotten formal training or don’t interview people often. But not everyone is just clueless. Anti-discrimination labor laws exist for a reason, says Haefner. “You shouldn’t be asked about information that’s not directly relevant to whether you can perform a job,” she says.
Understanding what’s allowed and what’s not is in a company’s best interest too. A job candidate who isn’t offered a position may say certain questions were used to discriminate against her and file a complaint with the Equal Opportunity Employment Commission or hire a lawyer. Though discrimination may be hard to prove, the company could face legal action and financial penalties.
If you’re the person doing the interviewing, check in with your HR department about training, and prepare your questions in advance so you are less likely to stray into illegal territory.
When you’re on the other side of the interview table, it’s a little trickier.
Whether you should answer a personal question is your choice, but if the question seems inappropriate, Haefner suggests responding with a question of your own. “Say, as diplomatically as possible, ‘I just want to clarify how that is relevant to the job.’”
If the questioner doesn’t take the hint, then it may not be a company you want to work for anyway.
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