COMPANIES WHO TRUST US TO HELP THEM FIND TALENT
Hiring Managers: Interview Questions NOT to Ask (and ones that are OKAY)
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Citizenship
Are you a citizen?
Are your parents / spouse US citizens?
When did you become a citizen?
Do you have the legal right to work in the US?
Are you able to provide proof of eligibility upon hire?
# of Children / Parental Status
Do you have children at home?
How old / how many children?
Who cares for them?
Do you plan on having more?
This job requires overnight travel, for two or three days at a time, every month. Is that something you can commit to?
Disability / Medical History
What are the nature and/or severity of any disabilities that you have?
Whats your medical history?
Are you able to carry out the necessary job assignments & perform them well and safely?
Financial Status
Ask about financial status, wage attachments, outstanding loans or obligations, or bankruptcy status.
After applicant is hired, employer can request info for benefits, stock options, and 401(k) & at applicants discretion.
Gender
Would you be comfortable as the only woman on the engineering team?
You cannot ask or hint about gender unless it is a bona fide occupational requirement.
Height & Weight (Physical info)
How tall are you?
How heavy are you?
Explain lifting or other job requirements (e.g., for an Office Manager). You can demonstrate & require a physical examination.
Location / Residence
Where do you live?
Do you live in town?
Do you own or rent?
Who do you live with?
Will you be able to start work at 8:00 am? (You can ask about an address to facilitate contact with the applicant)
Marital Status
Are you currently living with anyone?
Are you married / single/ engaged / divorced?
Do you live with your parents?
After hiring, ask status for insurance purposes.
Race / National Origin
Whats your cultural background?
What ethnicity are you?
Where were you born?
Where are your parents from?
What languages do you speak, read or write fluently?
Religious Affiliation / Beliefs
Do you go to church?
Which religious holidays do you observe?
Can you work on Saturdays?
Sources: EEOC, University of Southern Maine, Monster, Nolo
The Sourcery is the first Recruiting-as-a-Service company, helping organizations of all size scale and grow by finding top talent. For nearly a decade, The Sourcery has helped 350+ companies hire for critical technical, business, and operational roles. Whether acting as your in-house recruiting team or supplementing your existing team, we build a repeatable hiring process to drive down cost and time to make each hire.
The Mitzel Group, LLP advises and counsels businesses on their employment law needs in a myriad of areas. We are here to advise, counsel, and support executives, business owners, and stakeholders in establishing preventative strategies in all areas of employment policies and practices. We have extensive experience with employers in a wide variety of industries.
“The Sourcery is always there when we need them. They can scale up or down in response to demand. The Sourcery doesn’t take a success fee. We only talk to pre-screened candidates who fit what we’re looking for.”
— Jared Friedman
(CTO & Co-Founder at Scribd)
“We knew we needed help. We decided we might as well try this recruiting thing. We were able to hire a string of engineers in a very short time. The Sourcery took a ton off our plates immediately. Like In-House Recruiters, but better... It's hard to juggle the work to build the product and hit the milestones while also managing the hiring process.”
— Zack Rosen
(Co-founder & CEO of Pantheon)
“They Made Me a Better Recruiter. Over the years, I’ve placed more than 20 software engineers through The Sourcery. They do a fantastic job of minimizing hiring overhead. I was okay at recruiting before I met them. Now I actually consider myself a pretty good recruiter.”
— John Witchel
(Tech co-founder )
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"We were able to hire a string of engineers in a very short time. The Sourcery took a ton off our plates immediately. Like In-House Recruiters, but better... It's hard to juggle the work to build the product and hit the milestones while also managing the hiring process."
Zach Rosen
Co-founder & CEO, Pantheon