Interview Questions Reference Guide
Core Principle
Section titled “Core Principle”Focus all questions on job-related qualifications, skills, and ability to perform essential functions. Avoid questions about personal characteristics unrelated to job performance.
Prohibited Topics & What to Ask Instead
Section titled “Prohibited Topics & What to Ask Instead”| Topic | DO NOT Ask | Ask Instead |
|---|---|---|
| Age | How old are you? When did you graduate? When do you plan to retire? | Are you over 18? (if legally required). What relevant experience do you have? |
| Race/Ethnicity/National Origin | What is your race/ethnicity? Where were you born? What is your native language? | Are you authorized to work in [country]? What languages are you fluent in? (only if job-related) |
| Religion | What religion do you practice? Which holidays do you observe? Would your religion prevent working weekends? | This position requires [specific schedule]. Can you work this schedule? |
| Gender/Sexual Orientation | Questions about gender identity or sexual orientation | Focus only on job requirements and qualifications |
| Disability/Medical | Do you have any disabilities? Have you filed workers’ comp claims? How many sick days did you take? | Can you perform these essential job functions with or without reasonable accommodation? |
| Pregnancy/Family Status | Are you pregnant/planning children? Do you have children? Are you married? Who handles childcare? | Can you work the required schedule? Are you able to travel as needed for this position? |
| Financial Status | Do you own or rent? Have wages been garnished? Credit/bankruptcy questions | Only conduct legally permitted background checks with proper disclosure and job relevance |
| Criminal History | Have you ever been arrested? (Many jurisdictions prohibit asking on initial application) | Follow local “Ban the Box” laws. Consider only job-relevant convictions with individualized assessment |
| Salary History | What’s your current/previous salary? (Prohibited in many US states/cities) | What are your salary expectations? The range for this position is [X-Y] |
Key Regional Differences
Section titled “Key Regional Differences”**European Union: **GDPR requires explicit consent for processing personal data. Stricter protections for disability, age, and genetic information. Many countries prohibit all criminal history questions unless directly job-relevant.
**United Kingdom: **Similar to EU protections. Equality Act 2010 prohibits discrimination based on age, disability, gender reassignment, marriage/civil partnership, pregnancy/maternity, race, religion/belief, sex, and sexual orientation.
**Canada: **Provincial human rights codes vary. Generally prohibit questions about age, race, religion, sex, marital status, disability, and criminal record (except where relevant).
**Asia-Pacific: **Laws vary significantly by country. Some jurisdictions may permit questions that would be prohibited in North America/EU. Always verify local requirements. Countries like Australia and New Zealand have strong anti-discrimination protections similar to North America.
**Middle East/Latin America: **Regulations vary widely. Some countries have limited employment discrimination protections. Always consult local legal counsel.
Interview Best Practices
Section titled “Interview Best Practices”1. Use structured interviews with predetermined, job-related questions for all candidates
2. Train all interviewers on prohibited questions and legal requirements
3. Document objective selection criteria and reasons for hiring decisions
4. If a candidate volunteers prohibited information, do not pursue it further
5. Review all interview materials with legal counsel before use
6. When interviewing international candidates, verify local legal requirements
Points 1 through 3 are the structured interview method in miniature. Yogen operationalizes them: Customized Questions generates predetermined, role-specific question sets for every candidate, and Question Checker reviews any question (including your interviewers’ own additions) for bias and relevance before it reaches a candidate. The detailed country guides are at prohibited questions: United States and European Union.
DISCLAIMER: This is a general reference guide only and does not constitute legal advice. Employment laws vary by jurisdiction and change over time. Always consult qualified legal counsel for specific guidance.