10 things to avoid if you want to recruit properly
The proper conduct of an interview is essential if we are to recruit with complete transparency and respect for candidates. Asking relevant questions about skills and experience is essential; however, certain subjects should be avoided at all costs, at the risk of creating an uncomfortable moment or even risking legal action. Article L.1132-1 of the French Employment Code guarantees applicants protection against discrimination based on personal criteria.
To help you conduct interviews properly, here are 10 sensitive topics to avoid:
1.Financial situation
Information about a candidate’s personal finances is strictly private. Questions about their income, debts or residential status have no place in an interview.
Questions to avoid:
- Do you pay rent or own property?
- Do you have any outstanding loans?
2.Political beliefs
Political opinions have nothing to do with a candidate’s skills and should not interfere with the recruitment process.
Questions to avoid:
- ‘Did you vote in the last election?’
- What do you think of current politics?
3.Sexual orientation
Questions about a candidate’s love life or preferences are of no interest in a professional context and can create discomfort.
Questions to avoid:
- Are you in a relationship?
- Is your partner comfortable with frequent travel for work purposes?
4.Family situation and marital status
Information about a candidate’s family situation is strictly personal. Avoid asking a candidate about their marital status or family responsibilities, as this is not relevant to assessing their skills.
Questions to avoid:
- ‘Are you married?’
- How do you organise your family life with work?
5.Maternity or paternity plans
Personal wishes relating to parenthood are of no concern to the recruiter and may give rise to indirect discrimination, particularly for women who are pregnant or thinking of becoming pregnant.
Questions to avoid:
- ‘Do you have any plans to become a mother?’
- Are you thinking of becoming a father in the next few years?
6.Religion
Religious beliefs are strictly personal and protected by law. It is forbidden to ask questions relating to a candidate’s religion.
Questions to avoid:
- What is your religion?
- Could your religious practices limit your availability?
7.Health and disability
Discussing a candidate’s health is an invasion of their privacy and may give rise to discriminatory interpretations. Unless specific physical abilities are required for the position, it is recommended not to broach this subject.
Questions to avoid:
- ‘Do you have any significant health problems?’
- Do you suffer from a condition that could affect your performance?
Tip: For jobs requiring physical skills, use neutral wording, such as ‘This job involves standing for a long time; is that OK with you?
8.Ethnic or national origins
Asking about a candidate’s origin, even innocently, is a step that should be avoided as it is often perceived as discriminatory or even illegal.
Questions to avoid:
- What is your origin?
- Where were you born?
Note: If the job requires authorisation to work in France, a simple question such as ‘Are you legally authorised to work in France? is sufficient.
9.Age
A candidate’s age should not be a criterion for assessment, except in very specific cases where an age limit is imposed.
Questions to avoid:
- ‘You seem young, how many years of experience do you have?’
- Are you planning to retire soon?
10.Trade union membership and activist commitments
A candidate’s trade union or activist commitments are personal and should under no circumstances influence a recruitment decision.
Questions to avoid:
- Have you ever taken part in strikes in your previous company?
- What do you think of trade unions?
These recommendations aim to create a respectful and fair interview environment, focused on the professional skills of candidates. Avoiding inappropriate questions helps to foster a climate of trust and ensure constructive discussions, while complying with the law.
