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	7 Improper Interview Questions: What Employers Can (And Cannot) Ask Employment/Labor  Finding good employees is one of the most critical, yet difficult, challenges your company faces. If not done correctly, you may unexpectedly face liability and charges of discrimination in hiring. Certain questions, whether asked in a job interview or on an application, may be considered discriminatory. Anyone involved in the hiring process should understand that questions of job applicants must be job-related and cannot be discriminatory. The following are some examples of questions that should, in most instances, be avoided during the hiring process. 1. Unacceptable: Are you a U.S. citizen? Acceptable: Can you, upon hire, verify your legal right to work in the U.S.? 2. Unacceptable: Do you have kids? Acceptable: This job requires overtime occasionally. Would you be able and willing to work overtime as necessary? 3. Unacceptable: When did you graduate from high school? How old are you? Acceptable: Can you verify, upon hire, that you meet legal age requirements? 4. Unacceptable: Have you ever served in a foreign military? Acceptable: What type of training or education did you receive in the U.S. military? 5. Unacceptable: Do you have a disability? Acceptable: Can you perform the essential functions of the job that you are seeking? 6. Unacceptable: What is your religion? Does your religion prevent you from working Sundays? Acceptable: Statement of expected days or hours of work. 7. Unacceptable: What race are you? You have an interesting complexion, could you tell me about it? Acceptable: None Back
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