5 Questions that HRs should avoid

getwork user
By Anand Pancholi

31 July 2021







Screening candidates and hiring them is a tricky task. It is essential when you are building a team that will bring growth to your organization. As an HR, you want to interview and assess a candidate in every way. To analyze a candidate you ask so many questions to the candidate about his personality, his qualification, and his work experience. But some questions come under the “Illegal category” and you should avoid asking them to the candidate.

Here, GetWork brings 5 human resources manager interview questions that you should avoid:

1: Do not ask for their address:

Questions like “Do you own your own home or do you rent?” or “Whom do you live with?” are too personal and the candidate may not be comfortable answering them. These questions may also put a poor impression on the organization as well.

What you can ask instead?

You can ask “How long have you been at your current address?” or “What is your current address?”. These questions are a better substitute and they can make a nervous candidate calm.

2: Avoid asking about family:

Get some information about external responsibilities, not simply family or relationships, or they will view it as unfair. Questions related to Family should only be asked if the candidate mentions first. Questions like “Are you married?” “Are you single?” “Do you have any children?” are a few questions that might make the candidate uncomfortable.

What you can ask instead?

“Do you have any commitments that might prevent you from working the assigned shifts?” is a better replacement to get information about the external responsibilities.

3: Do not ask questions related to religion:

All the questions related to religion, faith, or beliefs are considered discriminative. Try to avoid any question about these to a candidate, Except if you're recruiting for a religious association.

What you can ask instead?

There is no alternate question on this. Ask questions about religion only if you are hiring for a religious organization.

4: Do not not ask about their drug usage:

This is not an appropriate question if you want to know whether the candidate is an illegal drug addict. Some candidates take prescribed medicines and this might be discriminatory to them. Try to be straight and specifically refer to illegal drugs to avoid discrimination.

What you can ask instead?

“Are you currently using illegal drugs?” is a substitute that can avoid discrimination. You're permitted to get some information about current illegal medication use. Yet, asking probably won't be helpful, as the candidate would say yes to get the job. You can get a clearer idea only after the drug test.

5: Do not ask about their height or weight:

“What is your height?” or “how much they weigh” are discriminatory questions and the candidate might feel insecure with these questions. HRs should select candidates for their skills, not for their physical appearance.

What you can ask instead?

Ask questions to check their physical abilities, if the job description has those criteria. If the job does not demand a candidate to reach a specific height or to lift a certain weight, HRs should avoid these question  s.



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