Questions to Avoid When Interviewing a Private PA or Household Staff

Avoid asking questions that touch on a candidate’s private life, as many of these details are protected by employment laws, and these inquiries may not reflect job-related competencies.

• "How old are you?"
  Age-related questions are often considered discriminatory, violating age discrimination laws in many regions. 
  
  
• "What is your religion?"
  Religion should never be a consideration in hiring decisions. Inquiring about religious beliefs can be seen as discriminatory and irrelevant to their job capabilities.
  
  
• "Do you have any health conditions or disabilities?"
  Instead of asking about personal health, focus on whether the candidate can meet the essential job functions. This respects the individual’s privacy while ensuring that necessary accommodations are considered if needed.
  
  
• "What is your marital status? Do you have children?"
  This question may seem innocuous but can lead to assumptions about a candidate’s availability or work-life balance. It's not appropriate to consider a candidate’s personal life in relation to their ability to perform job duties.

• "Do you have any debt or financial issues?"
  A candidate’s financial situation does not directly impact their ability to perform job duties. This question could be seen as an invasion of privacy and should be avoided unless it’s pertinent to a highly specialised role, such as managing sensitive financial data.
  
  
• "Do you own or rent your home?"
  This question is unrelated to the candidate’s qualifications and should not be a factor in your decision-making process. Personal housing decisions should have no bearing on their ability to do the job.

• "Where were you born?"
  Asking where someone was born can suggest nationality-based bias. It’s more appropriate to ask if the candidate has the legal right to work in your location.
  
  
• "What is your native language?"
  Instead of inquiring about a candidate’s native language, focus on whether they have the required language skills for the role. This ensures you avoid any assumptions related to nationality or ethnicity.

Certain regions have laws protecting candidates from being asked about their criminal background too early in the hiring process.

• "Have you ever been arrested?"
  An arrest record, without a conviction, should not negatively impact a candidate’s opportunity. If criminal background is relevant, ask about convictions, and ensure you comply with local laws such as “Ban the Box” regulations.
  
  
• "Do you have a criminal record?"
  This question should be asked only when absolutely necessary and in accordance with applicable laws. Be sure you’re asking only when it is relevant to the duties required and in compliance with your jurisdiction's regulations.

While reviewing a candidate’s online presence is common, you should respect their privacy and avoid overstepping boundaries in your questioning.

• "Can I have your social media passwords?"
  This request is a clear violation of privacy and should never be made. Social media accounts are personal and do not define a candidate's ability to perform their job responsibilities.
  
  
• "Are you in a relationship?"
  A candidate’s relationship status has no relevance to their professional capabilities. This question could be seen as invasive and unnecessary for evaluating job suitability.

Gender-based questions or those relating to appearance can be viewed as discriminatory and should be avoided to create a fair and inclusive hiring process.

• "Do you plan to have children?"
  This question implies assumptions about a candidate’s future, and it is considered highly discriminatory. It also violates employment law in many places, as it relates to family status and gender-based discrimination.
  
  
• "How do you feel about wearing a uniform?"
  While dress codes should be discussed, framing it as a question about personal feelings may inadvertently be biased. Instead, simply outline the dress code expectations clearly.

When discussing past roles, make sure the questions are professional and relevant to the duties of the job.

• "Why did you leave your last job?"
  This question, if phrased aggressively, can put the candidate on the defensive. Instead, focus on learning about the candidate's skills and how they fit with the role.
• "What did your last employer think of you?"
  Instead of asking about a previous employer’s opinion, it’s better to request professional references. This allows candidates to provide unbiased feedback that reflects their capabilities.