How To Handle Unreasonable Interview Questions

Job interviews are a critical step in the hiring process, designed to assess a candidate’s skills, experience, and cultural fit. However, some interviewers cross the line with unreasonable questions that are not only irrelevant but also potentially discriminatory or invasive. This article will explore the types of unreasonable interview questions, their implications, and strategies for effectively handling them. Let’s see how to handle unreasonable interview questions wisely.

Here are the general 10 unreasonable questions that recruiters might ask, along with why they’re problematic:

1. “How old are you?” (Age discrimination is illegal in many jurisdictions)
2. “Are you married/planning to have children?/Are you expecting?“ (Privacy violation and potential for discrimination)
3. “What is your religion/ethnicity?” (Illegal and discriminatory)
4. “Have you ever been arrested?” (Irrelevant to job performance and may have legal implications)
5. “What is your sexual orientation?” (Illegal and discriminatory)
6. “How much do you owe in student loans?” (Privacy invasion and potential for discrimination)
7. “Have you ever been treated for depression or anxiety?” (Medical information is private and irrelevant to job performance)
8. “What is your political affiliation?” (Political beliefs are personal and irrelevant to job qualifications)
9. “Do you have any disabilities?” (Focus should be on job accommodations, not the existence of a disability)
10. “What is your credit score?” (Credit history is generally irrelevant to most job roles)

Let’s deep-dive into the Types of Unreasonable Interview Questions

1. Illegal and Discriminatory Questions: These questions delve into protected characteristics like age, race, religion, gender, sexual orientation, marital status, and disability status. Examples include:
   • “How old are you?”
   • “Are you married/planning to have children?”
   • “What is your religion/ethnicity?”
   • “Have you ever been arrested?”
   • “What is your sexual orientation?”
     
2. Privacy Violations: These questions pry into personal information that is irrelevant to the job and have no bearing on a candidate’s ability to perform their duties. Examples include:
   • “How much do you owe in student loans?”
   • “Have you ever been treated for depression or anxiety?”
   • “What is your credit score?”
     
3. Irrelevant and Hypothetical Questions: These questions focus on irrelevant scenarios or personal opinions that offer little insight into a candidate’s professional capabilities. Examples include:
   • “If you were a superhero, what would your superpower be and how would you use it in this role?”
   • “What is your political affiliation?”

Implications of Unreasonable Interview Questions

• Legal Ramifications: Asking illegal or discriminatory questions can expose the company to legal challenges and lawsuits.  
• Negative Candidate Experience: Unreasonable questions can create a negative and uncomfortable interview experience, deterring top talent from applying.
• Company Reputation Damage: Word of negative interview experiences can spread quickly, damaging the company’s reputation as an employer of choice.

How to Handle Unreasonable Interview Questions

1. Politely Decline to Answer: If a question is clearly inappropriate or irrelevant, politely decline to answer and redirect the conversation back to your qualifications and experience. For example:
   • “I believe my qualifications and experience are the best indicators of my suitability for this role.”
2. Report the Incident: If you feel uncomfortable or believe you have been discriminated against, report the incident to the relevant authorities, such as the Equal Employment Opportunity Commission (EEOC).

Conclusion

Job interviews should be a professional and respectful exchange between the candidate and the interviewer. By understanding the types of unreasonable interview questions and knowing how to handle them, candidates can navigate the interview process with confidence and protect their rights.