In today’s competitive hiring landscape, creating an inclusive and equitable environment is not only good practice—it’s essential for attracting top talent and ensuring compliance with human rights. As recruiters and hiring managers, knowing which interview questions to avoid can prevent unintentional bias and discrimination, while helping you find the most qualified candidates. This guide will walk you through key interview questions to avoid and provide alternative approaches to maintain a respectful and compliant hiring process.

Why Certain Interview Questions Are Off-Limits 

Certain questions can reveal information related to protected grounds, such as race, religion, age, family status, and more. Even when asked with positive intentions, these questions may inadvertently lead to discrimination or bias in hiring decisions, both for recruiters and clients. To ensure a fair interview process, it’s vital to recognize what should—and shouldn’t—be part of the conversation.

Commonly Misunderstood Questions: What Not to Ask

While some questions may seem harmless, they can lead to inappropriate disclosures. Below are examples of off-limits questions and the reasons to avoid them:

Personal and Family Background

• “Where were you born?”
• “What is your ethnic background?”
• “What is your native language?”

Why Avoid? 

Questions about birthplace, ethnicity, and language can reveal a candidate’s national origin, which is a protected ground under human rights laws and should not be part of the hiring decision. Instead, focus on job-relevant questions, such as their ability to work with a diverse team or communicate effectively.

Religion and Cultural Practices

• “Do you observe any religious holidays?”
• “What religious holidays do you celebrate?”

Why Avoid? 

Religious practices should not factor into hiring decisions. If a candidate mentions a cultural or religious holiday, feel free to show interest respectfully by asking open-ended questions like, “Do you mind sharing more about it?” Avoid leading the conversation into areas that could be used, even unconsciously, to judge suitability.

Family Status and Life Plans

• “Are you married?”
• “Do you have children?”
• “Do you plan to have children?”
• “Who will take care of your children while you are at work?”

Why Avoid? 

Asking about marital status or family plans can lead to discrimination based on family status or gender. These questions can also make candidates feel uncomfortable, as they touch on personal life decisions. If they bring up family matters, let it be their choice to share.

Health and Physical Abilities

• “Do you have any medical conditions we should know about?”
• “Do you smoke or drink?”

Why Avoid? 

Health-related questions can imply discrimination based on disability or medical condition. Focus on the candidate’s ability to perform specific job-related tasks rather than their health status.

Age and Graduation Dates

• “How old are you?”
• “What year were you born?”
• “When did you graduate from high school?”

Why Avoid? 

Age-related questions are strictly off-limits, as age discrimination is prohibited. Instead, consider asking about the candidate’s experience and qualifications relevant to the role.

Political Beliefs and Personal Choices

• “What are your views on [political issue]?”

Why Avoid? 

Politics and personal choices are often irrelevant to job performance and could lead to biases. Maintain professionalism by keeping discussions centered around skills, experience, and qualifications for the role.

Criminal History

• “Have you ever been arrested?”

Why Avoid? 

In many regions, asking about arrests or unrelated criminal history is discouraged or outright prohibited. It’s more appropriate to perform any necessary background checks separately, with the candidate’s consent.

Tips for Handling Sensitive Disclosures 

In some cases, candidates may volunteer personal information. Here are some respectful ways to navigate these moments:

• If a candidate brings up a holiday you’re unfamiliar with: Show respect and interest. Say something like, “I’d love to learn more—could you tell me a bit about it? Is there an appropriate greeting for the holiday?”
• If they mention family or personal life: Listen politely but avoid probing. Creating an environment where the candidate feels comfortable is key, but let them lead on personal disclosures.

Alternative Interview Questions to Focus on Skills and Experience 

Here are some inclusive alternatives that help you evaluate candidates without crossing boundaries:

• Instead of “Where were you born?” ask: “What inspired you to pursue a career in this field?”
• Instead of “What is your native language?” ask: “What languages are you comfortable using in a work setting?”
• Instead of “Do you have children?” ask: “Are there any scheduling preferences that would help you succeed in this role?”

Creating a Fair and Inclusive Hiring Process 

By reframing questions and focusing on role-relevant qualifications, recruiters and hiring managers can foster an environment that supports equitable hiring. Ensuring an inclusive interview process also reinforces your company’s commitment to diversity and sets the foundation for a positive candidate experience.

Final Thoughts: The Importance of Awareness and Sensitivity 

Maintaining awareness of what questions are inappropriate not only protects your company legally but also strengthens your reputation as an inclusive employer. By focusing on skills, experience, and job fit, you’re more likely to find candidates who align well with both the role and your organization’s culture.

At our recent AGM, TPD's EDIB (Equity, Diversity, Inclusion, and Belonging) Committee shared valuable guidance on interviewing best practices to promote fairness and inclusivity in hiring. From topics to avoid to alternatives that encourage a respectful and compliant interview process, we’re committed to a diverse, supportive, and high-performing work environment.

By making small changes in how we approach interviews, we can make a big impact on candidate experience and on inclusion and equity in the workplace.