Four naughty questions you should NOT ask during a job interview!
You plant a finger at the top of resume page 3 and say:
"What makes you think you can do this job - at your age?"
Many would probably get away with saying it tongue-in-cheek, but it still makes its point:
It is absolutely forbidden to put someone down based on their age.
This also applies to all areas such as
- Race
- skin color
- faith
- political standpoint
- sexual orientation
- age
- Disability
- national, social or ethnic origin
If you do, you're breaking the law on discrimination.
Smoke and travel!
At the same time, there is a requirement for objectivity in the job interview. You shouldn't sit and ask your applicants about details that have no relevance whatsoever to the job.
For example, asking about smoking and drinking habits can quickly turn into discrimination. After all, what business is it of the company what employees do in their free time? As long as they comply with the company's smoking or alcohol policy, that is.
Similar discrimination can be found in the sister laws of health information and equal treatment:
Tell me about your sick days...
You should avoid asking about your applicant's general health!
While it is of course relevant whether the applicant is healthy enough to do the job, it is legally considered a private matter. It is a human right to manage your own health fitness.
You can, however, ask about specific health conditions that may have a concrete impact on the job. An arachnophobe in a terrarium or a herniated disk in a moving company are worthy concerns that make sense to ask about.
Do you love your girlfriend (because you'll probably have kids soon)...?
If you want to comply with the law on equal treatment, you should refrain from asking about your applicant's possible pregnancy or dreams in the same direction. Not because it's illegal, because it's actually allowed. But because it's an absolute no-go to use your information to eliminate the candidate afterwards!
The information will therefore only interfere with your decision and give the rejected candidate grounds for legal action.
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