Posted on February 4, 2016

Asking the right questions when interviewing job candidates is about more than just finding the right person for the job. If employers ask questions or make comments related to protected personal characteristics of applicants (such as age, religion, arrest history and immigration status, to name just a few), it can be used as evidence of employment discrimination. The best approach is for an employer to focus all questions on an applicant’s ability to do the job. Even if they are meant as a compliment or to break the ice in the interview, comments or questions about personal characteristics unrelated to the person’s ability to perform the job can be problematic, and can lead to discrimination lawsuits. For specific guidance on conducting effective and legal job interviews, check out the new article on our website.

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