Questions You Cannot Ask Candidates in an Interview

Aug 31, 2021 | For Employers

Recruiting and interviewing skilled Dermatology providers is a taxing endeavor, to say the least. We often talk about the stress of preparing for an interview from a candidate’s perspective. But from the first-hand experience of helping Dermatology practices all across the nation find and attract top talent, we know that recruiting and interviewing can be just as stressful and time-consuming for practice owners and managers.

Nonetheless, it is your responsibility to ensure your practice’s interview process is legally sound and in no way discriminates against a candidate’s age, race, ethnicity, religion, gender, sexual orientation, disabilities, marital status, pregnancy status or family size. 

Failing to follow non-discriminatory interview protocols could result in:

  • Charges of discrimination. 
  • A US Equal Employment Opportunity Commission investigation. 
  • Potential lawsuits.

And if you think you don’t have time now to make sure your practice’s interview process sits in good legal standing, try dealing with one of these issues in addition to trying to find the perfect candidate to hire!

Not to mention, the field of Dermatology is incredibly small. News of a practice facing these kinds of legal proceedings will travel fast among candidates—potentially turning them away from considering you for their next career move.

Questions Never to Ask a Candidate in an Interview

It sounds pretty simple. Just don’t ask candidates flat-out about their age, race, religion or gender. Right? 

It would be simple if that’s all there was to it. But in the process of wining and dining and getting to know candidates, it’s easy to begin discussing personal matters that could put you at risk of facing discriminating charges. 

To help you navigate this challenging topic, we’ve put together a general list of questions to avoid during any pre-employment meetings with a candidate.

  • Do you rent or own your home? 
  • What is your sexual orientation? 
  • Are you a US citizen? 
  • Who lives with you, and how are you related? 
  • What year were you born? 
  • Do you attend church services, and if so, what days do they take place?
  • When did you graduate high school?
  • What political party do you favor?
  • Can you provide a birth certificate? 
  • What is your ethnic background? 
  • Where were you born? 
  • How did you learn Spanish? (insert any other language)
  • Do you have a disability? 
  • Have you ever filed a worker’s compensation claim? 
  • Are you married or single? 
  • When do you think you will retire?
  • Who is your emergency contact? (Could be seen as an attempt to ascertain sexual orientation.)
  • What country were your parents born in? 
  • Do you have children? 
  • Have you ever experienced a workplace injury?
  • Do you have any major medical conditions? 
  • What are your height and weight?
  • Do you prefer working for a male or female boss?
  • What is your religious background?
  • Are you pregnant or trying to start a family?

You’ll likely recognize that some of these questions are obviously inappropriate for a job interview. Still, you might’ve been surprised by others—which is why it’s essential to make sure your entire interviewing team knows and understands the legalities of interview questions like the back of their hand!

Ethics in Action 

If you’d like expert help to ensure you not only recruit and interview top Dermatology providers to your practice but also do so in an ethical, conscientious and inclusive manner, rely on myDermRecruiter for advice!

We strive to weave trust, transparency and professionalism into everything we do as the number one Dermatology recruitment firm in the nation. Partnering with us will give you access to a wealth of industry information you won’t find anywhere else. 

If you’re ready to revolutionize your practice’s recruitment process, contact myDermRecruiter today!

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