What interview questions should businesses avoid asking?

Interview Questions to Avoid When Hiring Employees in Indiana

When conducting interviews in Indiana, businesses must focus on questions that assess skills and qualifications without infringing on protected rights. Avoiding certain questions helps maintain compliance with federal and state employment laws and supports fair hiring practices.

Types of Questions to Avoid

• Personal Information Not Related to Job Performance: Do not ask about age, birth date, marital status, or family plans. These questions can lead to discrimination claims and are irrelevant to job duties.
• Race, Ethnicity, or National Origin: Avoid questions about race, nationality, or citizenship status. Instead, verify work authorization through appropriate documentation during onboarding.
• Religion or Beliefs: Questions about religious practices or holidays should be excluded to respect employee rights and avoid discrimination.
• Disability and Health: Do not ask about disabilities, medical history, or workers’ compensation claims. Focus on the candidate’s ability to perform job functions with or without reasonable accommodation.
• Gender and Sexual Orientation: Avoid questions about gender identity, sexual orientation, or plans related to gender transition.
• Financial Status: Questions about credit history, bankruptcy, or personal finances are generally inappropriate unless directly relevant to the job.
• Criminal History: Indiana allows employers to inquire about criminal convictions but be cautious to comply with any restrictions and focus on convictions relevant to the job role.

Operational Best Practices for Indiana Employers

• Use Job-Related Questions: Frame questions around skills, experience, and qualifications that directly impact job performance.
• Standardize Interviews: Use the same set of questions for all candidates applying for the same position to ensure consistency and fairness.
• Train Interviewers: Educate hiring managers on compliant interviewing techniques and recordkeeping to reduce risk and improve hiring quality.
• Document Interviews: Keep detailed notes on candidate responses related to job criteria to support hiring decisions and compliance audits.
• Stay Updated: As of 2026, periodically review Indiana and federal employment regulations to adjust interview practices accordingly.