This section provides a “Traffic Light” guide for interview questions, helping employers identify which questions to avoid, use with caution, or ask confidently.
Interviewing “Traffic Light” Guide to Asking the Right Questions
Red Questions
Avoid these questions as they may be discriminatory or could be interpreted as showing bias related to a protected characteristic under the Equality Act 2010.
Even questions based on misconceptions about protected characteristics are unlawful.
Do not ask questions about:
Personal Life
- Marriage plans or intentions to have children
- Childcare arrangements
- Family commitments, including caregiving responsibilities
- Partner’s occupation or mobility
- Actual or potential absences due to family matters
- Partner or family views on travel or overtime
- Religious background or practices
- Political beliefs
- Sexuality
- Class
Age-Related Matters
- Age or date of birth
- Dates of education or when they entered the workforce
- Ages of children
- Retirement plans
- Ability to work with different age groups or under younger managers
Health-Related Questions
- Current or past health/absence history
- Disabilities
- Health issues affecting job performance, unless to establish capability to perform essential job functions
- Any assumptions about neurodivergence unless they disclose.
“Fitting In”
- Willingness or ability to work with colleagues of opposite sex
- Willingness or ability to work with individuals from different racial or religious groups
- Willingness or ability to engage with third parties of varying backgrounds, including different ages, genders, or sexual orientations
Pension Choices
- Whether they intend to opt out of auto-enrollment
- Preferences for pension membership options
Trade Union Membership
- Past or present membership status
Amber Questions
Exercise caution with these questions:
- General well-being: Limit to a brief inquiry at the start of the interview.
- Length of experience: Focus on the type and breadth of experience rather than just the duration.
- Ability to perform essential physical tasks intrinsic to job requirements (e.g., lifting, working at heights).
Green Questions
Ask these questions to assess the candidate's skills and suitability for the job:
Start with a core set of questions based on the job description or person specification.
However, avoid asking every candidate identical questions, as this may limit your ability to explore individual strengths and lead to missed valuable information.
Types of acceptable questions include:
Experience
- Type and breadth of experience
Skills
- Specific job-related functions
- Level of job competency
- Relevant qualifications as needed
Checking
- Relevant facts, achievements, and qualifications
- Clarifying omissions or inconsistencies in CVs or application forms
Assessing
- Potential alignment with organisational goals and objectives
- Aptitude in relation to job requirements (e.g., teamwork, conflict resolution, customer relationship management)
- Short, medium, and long-term career ambitions
Exploring Further
- Identifying potential gaps in relevant attributes
- Addressing incomplete information
- Evaluating weaknesses against job competencies
Job Requirements
- Ability to meet needs such as travel, overtime, unsocial hours, or shift work
(Note: If a requirement may impact specific groups, such as shift work affecting those with parental responsibilities, ensure that it can be objectively justified and doesn’t cross the line.)
Additional Reminders
- Adjustments for Disabled Candidates: Offer accommodations for access, timing, and third-party support.
- Beware of the “Halo Effect”: Be mindful of biases and test your assumptions. Unconscious bias can be prevalent within anyone. Be reflexive in your approach and do not solely rely on your personal judgment.
- Avoid Premature Conclusions: Do not jump to conclusions without evidence.
- Promises in Interviews: Avoid making promises that cannot be included in the written job offer or contract.
- Maintain Notes: Keep organised notes that could be disclosed to candidates if filled correctly.
- Provide Feedback: Offer feedback if requested.
Download the information on this document here: Interviewing “Traffic Light” Guide To Asking The Right Questions