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Job interviews can be nerve-wracking experiences for many people, especially if it's their first time. While there are several questions that are commonly asked during a job interview, there are also some questions that should not be asked. These questions can be considered inappropriate, discriminatory, or invasive, and could potentially land the interviewer or the company in legal trouble. In this article, we will be discussing the questions that cannot be asked during a job interview. 1. What is your age? Asking a candidate about their age is illegal under the Age Discrimination in Employment Act of 1967 (ADEA). The ADEA prohibits age discrimination against people who are 40 years or older. Age discrimination can also include making assumptions about an individual based on their age, such as assuming they are not technologically savvy or cannot handle physical tasks. 2. What is your marital status? Asking a candidate about their marital status is also illegal. This question can potentially lead to discrimination against candidates who are not married, divorced, or widowed. The interviewer may make assumptions about their personal life, which is irrelevant to the job position. 3. Do you have any children? Asking a candidate about their children is not allowed under the Title VII of the Civil Rights Act of 1964. This question can also lead to discrimination against women who have children or are planning to have children in the future. The interviewer may assume that they will not be able to commit to the job position or may require more time off, leading to discriminatory hiring practices. 4. What is your religion? Asking a candidate about their religion is also not allowed under the Title VII of the Civil Rights Act of 1964. This question can lead to discrimination against candidates who practice a certain religion or have no religious affiliation. It is also irrelevant to the job position, and the interviewer should not base their hiring decision on their candidate's religious beliefs. 5. What is your sexual orientation? Asking a candidate about their sexual orientation is not allowed under the Title VII of the Civil Rights Act of 1964. This question can potentially lead to discrimination against individuals who identify as LGBTQ+. The interviewer should not base their hiring decision on their candidate's sexual orientation, as it is irrelevant to the job position. 6. What is your race? Asking a candidate about their race is illegal under the Title VII of the Civil Rights Act of 1964. This question can lead to discrimination against individuals based on their race or ethnicity. The interviewer should not base their hiring decision on their candidate's race, as it is irrelevant to the job position. 7. Do you have any disabilities? Asking a candidate about their disabilities is illegal under the Americans with Disabilities Act (ADA). This question can lead to discrimination against individuals with disabilities, and the interviewer should not base their hiring decision on their candidate's disability. However, the interviewer can ask if the candidate can perform the essential functions of the job, with or without reasonable accommodations. 8. What is your nationality? Asking a candidate about their nationality is illegal under the Immigration Reform and Control Act of 1986. This question can lead to discrimination against individuals based on their national origin. The interviewer should not base their hiring decision on their candidate's nationality, as it is irrelevant to the job position. 9. Have you ever been arrested? Asking a candidate about their criminal history is not illegal, but it is not recommended. This question can lead to discrimination against individuals with past criminal convictions, and the interviewer should not base their hiring decision solely on their candidate's criminal history. However, the interviewer can ask if the candidate has been convicted of a crime that is relevant to the job position. 10. Are you pregnant? Asking a candidate about their pregnancy status is illegal under the Pregnancy Discrimination Act of 1978. This question can lead to discrimination against pregnant individuals or those who are planning to have children in the future. The interviewer should not base their hiring decision on their candidate's pregnancy status, as it is irrelevant to the job position. In conclusion, job interviews can be stressful for both the interviewer and the candidate. It is important for the interviewer to understand the questions that cannot be asked during a job interview to avoid any legal issues or discrimination against candidates. The interviewer should focus on asking relevant questions that will help them make an informed hiring decision. By following these guidelines, the interviewer can ensure a fair and unbiased hiring process.