{"id":2717,"date":"2011-07-27T07:56:00","date_gmt":"2011-07-27T07:56:00","guid":{"rendered":"https:\/\/www.bcjobs.ca\/hr-advice\/the-job-interview-%c2%96-questions-to-ask-and-avoid\/"},"modified":"2019-10-23T13:57:46","modified_gmt":"2019-10-23T20:57:46","slug":"the-job-interview-questions-to-ask-and-avoid","status":"publish","type":"post","link":"https:\/\/www.bcjobs.ca\/blog\/the-job-interview-questions-to-ask-and-avoid\/","title":{"rendered":"The Job Interview – Questions to Ask and Avoid"},"content":{"rendered":"

\"The_Job_Interview\"\u00a0When conducting employment interviews, having a well developed job description<\/a> and knowing in advance what questions you can and cannot ask will enable you to gather the information you need to make a well-informed hiring decision while protecting the human rights of individuals.<\/p>\n

The purpose of a job interview is to meet job candidates as well as validate and perhaps seek additional information to what is provided within their resume in order to determine whether or not they are qualified and would be a fit for the position and the organization.<\/p>\n

In Canada, provincial and federal human rights legislation protects individuals from discrimination and harassment. It is important to note that specific legislation does vary by province, so be sure to refer to legislation that applies to your location. In BC, the British Columbia Human Rights Code ensures equal access to employment opportunities and fair treatment within the workplace by protecting individuals against discrimination based on:
\nRace\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Place of origin
\nAncestry\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Colour
\nMarital Status\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Family Status
\nSex\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Sexual Orientation
\nPhysical or Mental Disability\u00a0\u00a0\u00a0\u00a0 Age (19 years & over)
\nPolitical Belief\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Religion
\nCriminal Conviction<\/p>\n

In order to comply with this legislation, employers must ensure that employment decisions \u2013 who gets hired and who doesn\u2019t – are based firmly on job related criteria and not discriminatory considerations.<\/p>\n

So what does this have to do with employment interviews, you ask? Plenty! As interview questions are typically the primary means through which information is gathered in order to make hiring decisions, it is important to ensure that they focus on specific criteria required of the position and avoid the prohibited areas.<\/p>\n

Questions to AVOID<\/strong><\/p>\n

Avoid asking any questions related to the protected areas (listed above) including, but not limited to:<\/p>\n