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The best way to steer away from potential legal pitfalls is to ensure that all questions are job related. To determine if a question is truly job-related, ask yourself these questions:
What type of information is the candidate likely to provide in response to the question or the comment? Is that information related to the job?
Is the question that I am about to ask, or the comment that I am about to make, necessary in order to make a legitimate assessment of the candidate’s qualifications?
Could it appear to the candidate that I was trying to encourage them to reveal information related to a candidate’s inclusion in a legally protected class (based on age, race, disability, national origin, marital status, etc.)?
Do I really need to know the information that I am about to (or likely to) gather?
Avoid any questions about: Race, Religion, Sex, Gender Identity, or Sexual Orientation, Disability, Age or Genetic Information, Citizenship, Marital Status, Number of Children or Pregnancy Status
This list below are examples but is not all inclusive. If you are unsure of a question you want to ask, please contact HR at jobs@fleetfeet.com.
Are you a U.S. citizen?
Were you born here?
Where are you from?
What is your ethnic heritage?
What is that accent you have?
How old are you?
When were you born?
Are you married?
Do you have any children? What are your child care arrangements? (Questions about family status are not job-related and should not be asked.)
When did you graduate from high school?
What church do you go to?
What clubs or organizations do you belong to?
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