Obviously, it’s important to have interview questions that will give you the information you need to assess the applicant’s ability to do the job, and how well they will fit into your company. However, care must also be taken not to ask questions which are discriminatory, and therefore illegal. The wording of a question can open you to discrimination claims, even if the intent is to obtain information that is legal to request. For example, you may not ask an applicant if they are a U.S. citizen, but you may ask if they are authorized to work in the U.S. It’s worth doing research to be sure you are asking appropriate questions! Other subjects to be sure you are clear about are race, color, sex, religion, national origin, birthplace, age, disability, and marital or family status.

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