What interview questions should businesses avoid asking?

Interview Questions to Avoid for Minnesota Employers

When hiring employees in Minnesota, it is crucial to conduct interviews that comply with state and federal regulations. Avoiding certain questions helps prevent discrimination claims and ensures a fair hiring process.

Types of Questions to Avoid

• Personal and Family Status: Do not ask about marital status, number of children, pregnancy, or childcare arrangements. These questions can be perceived as discriminatory based on family status or gender.
• Age-Related Questions: Avoid asking about a candidate’s age, birth date, or graduation dates. Minnesota law protects applicants from age discrimination.
• Citizenship and National Origin: Do not inquire about citizenship status or place of birth. Instead, focus on the candidate’s legal authorization to work in the U.S., which is verified during the hiring process through Form I-9.
• Disability and Medical History: Avoid questions about disabilities, medical conditions, or workers’ compensation history. Instead, ask if the candidate can perform essential job functions with or without reasonable accommodation.
• Religion and Beliefs: Refrain from questions about religious practices, holidays observed, or religious affiliations to comply with religious discrimination protections.
• Criminal History: Minnesota has specific restrictions on when and how employers can inquire about criminal records. As of 2026, avoid asking about arrests that did not lead to conviction and be aware of state "ban-the-box" laws that limit when criminal history can be discussed.
• Financial Status: Do not ask about credit history, bankruptcy, or personal finances unless directly relevant to the job and allowed by law.

Operational Tips for Minnesota Employers

• Use Job-Related Questions: Focus interview questions on skills, experience, and qualifications directly related to the role.
• Train Interviewers: Provide training on compliant interviewing practices and the importance of avoiding discriminatory questions.
• Document Interviews: Keep clear records of interview questions and candidate responses to support consistent hiring decisions and compliance.
• Review State and Federal Guidelines: Regularly update hiring policies to reflect changes in Minnesota employment laws and EEOC regulations.
• Implement Automation: Use hiring platforms that incorporate compliant interview question templates and flag potentially problematic questions.