What interview questions should businesses avoid asking?

Interview Questions to Avoid for Washington State Businesses

When hiring employees in Washington, it is essential to conduct interviews that comply with state and federal regulations. Avoiding certain questions helps maintain fair hiring practices and reduces legal risks.

Types of Questions to Avoid

• Personal Information Not Related to Job Performance: Do not ask about age, race, ethnicity, gender, sexual orientation, religion, or marital status. These questions can lead to discrimination claims and are irrelevant to job qualifications.
• Health and Disability Questions: Avoid asking about an applicant’s medical history, disabilities, or current health conditions. Instead, focus on the ability to perform job-related tasks. Washington follows federal ADA guidelines requiring reasonable accommodations without pre-employment medical inquiries.
• Citizenship and Immigration Status: Do not ask about citizenship or immigration status directly. Instead, verify eligibility to work through the I-9 process after hiring.
• Financial Status: Questions about credit history, bankruptcy, or owning property are generally inappropriate unless directly related to the job, such as in financial roles.
• Family and Pregnancy: Avoid questions about children, pregnancy plans, or family care responsibilities. These topics can be discriminatory and are unrelated to job performance.
• Arrest Records: Washington limits the use of arrest records in hiring decisions. Focus on convictions relevant to the job and comply with state background check laws.

Operational Tips for Washington Employers

• Use Structured Interviews: Prepare job-related questions that assess skills and experience objectively.
• Train Hiring Managers: Educate your team on compliant interviewing practices and Washington’s anti-discrimination laws.
• Document Interviews: Keep records of interview questions and answers to support fair hiring decisions and compliance audits.
• Integrate Hiring Software: Consider automation tools that standardize interview questions and reduce human bias.

As of 2026, maintaining compliant interview practices in Washington helps streamline hiring, reduce legal risks, and support equitable workforce development.