How to avoid discrimination when interviewing

There’s been a lot of talk about discrimination in the hiring process, which begs the question: is your hiring process fair?

What about the way you conduct interviews?

The relationship you build through the interview process plays a greater role in how your employer brand is perceived. The interview process is constantly changing, though, and it’s hard sometimes to know if you’re keeping up with the times – particularly with this generation’s habit of filming everything. Whether it’s a simple facial expression or an accidental, inappropriate question, mistakes can happen on both sides of the job interview.

Lucky for you, there’s a whole lot of information on the internet about what you should and shouldn’t ask, and Ontario’s Human Rights Code has some great pointers on what is and isn’t okay.

The overarching concept is simple: to avoid discrimination, only ask questions that pertain to the candidate’s ability to do the job.

What not to ask in interviews

To start with, here are a few items you should refrain from inquiring about. These topics often border on or can be perceived as discriminatory:
•Ancestry (that includes colour or race)
•Family status (including pregnancy and breastfeeding)
•Relationship status (marital, single, etc.)
•Gender identity, gender expression
•Record of offences
•Sexual orientation

Once you take a look at the above list, it’s pretty apparent that there’s usually no relevant reason to approach these subjects. However, you can’t always control what a candidate wishes to share. In that case, proceed with your interview in the most politically tactful way as possible and remember that there is no place for judgment unless there is an authentic impact to the requirements of the role being adequately fulfilled.

What to do when you have to ask them

In the rare instances when bonafide requirements do get in the way of the above list, here’s how to handle them:

Age: If candidates need to be over 18 for a specific job, for example a bartending role, you should verify their age by asking ”are you 18 years of age or older?” in place of “How old are you?”

Disability: The ability to lift 60 pounds is a bonafide requirement in, say, a warehouse shipper position. So instead of asking if someone has any condition, physical or otherwise, that would prevent them from doing this job, you should simply ask, ”Are you able to lift 60 pounds?”

Eligibility: To determine eligibility, ask “are you a Canadian citizen?” instead of “can you work in Canada legally?”

Family status or marital status: Candidates may spontaneously talk about their children. Volunteering information is fine, but it’s best not to ask about a candidate’s family status. If you’re looking for flexibility, you can ask about the specific hours you require to be filled or what their general schedule looks like.

How (else) to avoid discrimination in interviews

If you’re creating questions for an application form, the sample application for employment from the Ontario Human Rights Commission’s website is a great point of reference. When it comes to conducting in-person interviews, here are a few best practices to keep in mind:
•Create questions in advance that will give you the answers you’re looking for.
•Ensure your questions are focused on the job’s essential duties and requirements.
•Ask skills-based, behavioral, and situational questions (we have a free, downloadable guide with more about how to do that right).
•Create a marking scheme that will help you score candidate responses.
•Administer the same questions to each candidate to ensure your process is fair.

These are just a few examples to help you maintain boundaries when interviewing candidates, and are a great place to start if you haven’t interviewed or hired in a while.

Remember: if you’re looking for more detailed information on the various types of interview questions that suit the type of role you’re hiring, don’t forget to download our free eGuide to amazing interviews.

By Veronique Tardif | Article found on Workopolis | Hiring & Recruiting



Why Amendments to the ESA Regarding Employment Agency Licensing in Ontario are Relevant to Employers

This year the Ontario government has introduced amendments to the (ESA) Employment Standards Act that will require employment agencies to obtain a license to operate in the province. The licensing requirements are aimed to ensure better compliance with already existing provincial standards and...

Read more

Leveraging Staffing Agencies for Flexibility and Scalability

In today's dynamic business landscape, Canadian companies face the challenge of balancing fluctuating demands, seasonal peaks, and skill gaps while maintaining operational efficiency. Strategic workforce planning has emerged as a key solution, and one effective way to achieve it is through...

Read more

Job board or an Agency?

When it comes to hiring new workers, there are a variety of options available to employers. Two of the most common methods are using a job board or a Temp Staffing agency. While both can be effective, there are pros and cons to each that should be considered before making a decision.

Read more

How to Choose a Temp Labour Agency

When you consider hiring workers to accommodate your fluctuating staffing requirements due to the seasonal or project oriented nature of your business you may consider hiring temporary staff.   Although there is a number of sources that businesses nowadays can use to attract and hire staff, when...

Read more

The role of Temporary or on-demand staff during Pandemic and beyond

Businesses have been forced to make the difficult decision to furlough or lay off staff to stay viable, but running with an intentionally lean staff then makes it difficult to complete short-term projects. Productivity drops. What this looks like is unfinished projects, strain on existing...

Read more

Business post COVID-19. Time to rethink hiring strategies. Lets see why!

COVID-19 has caused the world to slow down forcing many companies to take a pause with their regular business routines and budgets. But with Canada slowly reopening, there is no time like the present to get back to work and rethink your hiring strategies.

Read more
View all

The benefits of using recruitment agencies for your job search


Recruitment Agencies are increasingly popular. More and more companies are relying...


Manufacturing Jobs: Examples, Types and Changes


Definition: Manufacturing jobs are defined as those that create new products...


Contact Info

1620 Albion Road, Suite 307 Toronto, ON M9V4B4

To see more news and helpful job search information please subscribe to our mailing list.

Join Our Mailing List


Please, enter a valid value


You have updated the info in the form please press the Save button to keep the changes.

Are you a candidate or an employer?

I'm Employeer
I'm Candidate

Are you a candidate or an employer?

I'm Employeer
I'm Candidate

Ask a Question

Join Our Mailing List


Your account is not active!

For activating click here

Apply now All fields marked with * are required!

First Name *:
Last Name *:
Career level:
Education level:
Email (login) *:
Postal/Zip *:

Cell Phone *:
Home Phone *:

Your resume:

Supported file types: doc, docx, pdf, rtf, txt. (Max size: 5MB)

Password *:
Confirm Password *:

Please, enter a valid value

Please select either Employee or Candidate

When entering the date from, please make sure to enter a Current or Future date

File successfully deleted