Welcome to our Manager's Hire Hub, we inform those hiring for their teams. This week will focus on interview questions, and what is not to be asked throughout a hiring process.
Job interviews are an opportunity for you to learn more about the candidate's skills and expertise not for a deep dive into their personal history. However, it's essential to ensure that questions asked during interviews are relevant, respectful, and legally compliant.
The Fair Work Act 2009, Equal Employment Opportunity (VIC), and National Employment Standards can help you better understand what is appropriate and what isn't. When asking interview questions be mindful of the following:
1. Understand legal and ethical boundaries:
- Employers and candidates alike should be aware of legal and ethical guidelines surrounding interview questions.
- Familiarise yourself with anti-discrimination laws and regulations to avoid asking or answering questions that could lead to bias or discrimination.
2. Questions to ask as an employer:
- Focus on the candidate's qualifications, experience, and suitability for the role.
- Inquire about past job responsibilities, achievements, and challenges.
- Ask situational or behavioral questions to assess problem-solving skills and compatibility with the company culture.
- Seek clarification on any information provided in the candidate's resume or application.
3. Questions to avoid as an employer:
- Personal questions unrelated to the job, such as age, marital status, religion, or sexual orientation.
- Questions that could reveal protected characteristics, such as disability status or pregnancy.
- Anything that could be perceived as discriminatory or biased based on race, gender, or other protected attributes.
- Avoid leading questions that may pressure candidates to disclose sensitive information.
4. How candidates can respond:
- Candidates should be prepared to handle inappropriate or irrelevant questions tactfully.
- Politely redirect the conversation to focus on job-related skills and qualifications.
- Express willingness to discuss relevant experiences and achievements that demonstrate suitability for the role.
- Know your rights as a candidate and be prepared to stand firm against discriminatory questioning.
5. Seeking legal guidance:
- If you encounter discriminatory questions during an interview, consider seeking legal advice.
- Document any instances of inappropriate questioning or discriminatory behaviour for reference.
- Understand your options for addressing discrimination under relevant employment laws and regulations.
@lulagroup 🚩Do not ask these questions when you are interviewing someone for a job opportunity. #interviewprocess #interviewtips #interviewquestions #illegalinterviewquestions #redflag #jobinterviewtips #jobinterview #employerredflags #interviewredflags #sydneyrecruitment #recruitmentagency #employmentlaw #HR ♬ original sound - Lula Group
Effective interviews rely on asking the right questions while respecting legal and ethical boundaries. Employers should focus on gathering relevant information about candidates' qualifications and experiences, while candidates should be prepared to respond confidently and assertively to inappropriate questioning. By adhering to legal guidelines and promoting respectful communication, both employers and candidates can contribute to a fair and equitable interview process.
For more information on workplace discrimination, visit Fair Work.
Information provided in this article is general only and it does not constitute legal advice and should not be relied upon as such. Lula Group provides no warranty as to its accuracy, reliability or completeness. Before taking any course of action related to this article you should make your own inquiries and seek independent advice (including the appropriate legal advice) on whether it is suitable for your circumstances.
