What interview questions should businesses avoid asking?

Interview Questions to Avoid When Hiring Employees in New Hampshire

When conducting interviews in New Hampshire, businesses must focus on questions that are relevant to the job and compliant with state and federal employment laws. Avoiding certain questions helps maintain fair hiring practices and reduces the risk of discrimination claims.

Types of Interview Questions to Avoid

• Personal Information Not Related to Job Performance: Do not ask about age, marital status, pregnancy, or family plans. These questions can lead to discrimination based on age, gender, or family status.
• Citizenship and National Origin: Avoid questions about citizenship or birthplace. Instead, ask if the candidate is authorized to work in the U.S., which is compliant with federal employment verification requirements.
• Disability and Health Status: Do not inquire about disabilities, medical history, or workers’ compensation claims. Under the Americans with Disabilities Act (ADA), you can only ask if the applicant can perform essential job functions with or without reasonable accommodation.
• Religion and Beliefs: Avoid questions about religious practices or holidays observed. Focus on availability for work hours instead.
• Financial Status: Questions about credit history, owning a home, or bankruptcy are generally inappropriate unless directly relevant to the job responsibilities.
• Arrest Records: Do not ask about arrests that did not lead to convictions. New Hampshire law restricts the use of arrest records in hiring decisions.

Operational Best Practices for Interviewing in New Hampshire

• Use Job-Related Questions: Focus on skills, experience, and qualifications necessary for the position.
• Standardize Interview Questions: Prepare a consistent set of questions for all candidates to ensure fairness and simplify recordkeeping.
• Train Interviewers: Educate hiring managers on compliant questioning and avoiding bias.
• Document Interviews: Keep detailed notes to support hiring decisions and maintain compliance with recordkeeping requirements.
• Review State and Federal Guidelines Regularly: Employment regulations can update; stay informed to ensure ongoing compliance.