prohibitedinterviewquestions

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Unveiling Prohibited Interview Questions & Key Icebreaker Techniques: A Guide for HR Advice in Perth

Job interviews are vital for assessing a candidate’s suitability for a position, but employers and HR professionals must be mindful of legal constraints when framing their questions. Alongside this, using effective icebreaker techniques can positively influence the interview experience. This guide outlines the importance of staying within legal boundaries during interviews and offers insights on how to incorporate icebreakers, with a focus on businesses seeking HR advice in Perth.

What Employers Cannot Ask

The primary aim of an interview is to evaluate a candidate’s ability to perform the job. Questions should strictly focus on job-related qualifications and competencies, steering clear of personal attributes such as age, gender, or family status, as these could be perceived as discriminatory. Trent Hancock, Principal Lawyer at Jewell Hancock Employment Lawyers, advises: "Questions should revolve around character traits relevant to the role, avoiding inquiries about unrelated personal characteristics that could pose legal risks."

In Perth, employers are governed by anti-discrimination laws that protect candidates from being asked questions related to attributes irrelevant to their job performance. These protected characteristics include age, gender, ethnicity, sexual orientation, disability, family responsibilities, pregnancy, and political or religious beliefs. Violating these boundaries can lead to discrimination claims.

Jaenine Badenhorst, an Employment Lawyer at Empower Law, notes that while certain verifications—such as age in licensed venues—are necessary, using such details to discriminate is unlawful. Employers seeking HR advice in Perth should be vigilant in adhering to these regulations to avoid legal consequences.

Three Commonly Misinterpreted Questions

"How old are you?" Why it's problematic: Age rarely impacts job performance, except in specific scenarios like legal work requirements in licensed venues. Discriminating based on age is illegal. What to ask instead: "Are you legally permitted to work in this environment?" For driving roles, employers should request licences only after offering the position, reducing the risk of discrimination.

"How do you manage work and childcare?" Why it's problematic: Family responsibilities should not influence hiring decisions. This question implies that family status may affect job performance, which is discriminatory. What to ask instead: "Are you able to meet the required working hours?" This focuses the conversation on job expectations, not personal circumstances.

"Have you had any previous injuries or illnesses?" Why it's problematic: Questions regarding health or disability status are protected by anti-discrimination laws unless they are directly related to the inherent job requirements. What to ask instead: A more appropriate question is, "Is there any reason you may be unable to perform the duties required for this role?" This allows candidates to disclose limitations without the risk of discrimination.

The Role of Icebreakers in Interviews

Though often seen as small talk, icebreakers play a crucial role in interviews by helping to ease tension and promoting open communication. Yvonne Walker, founder of HR with Ease, stresses that icebreakers can also provide meaningful insights, aligning with the need for efficient interviewing techniques. For businesses seeking HR advice in Perth, well-crafted icebreakers not only make candidates feel more comfortable but also serve as a way to gain valuable information.

Icebreakers help reduce candidate anxiety and set a positive tone for the interview. Jodette Cleary, Chief People Officer at Hipages, suggests simple gestures like an office tour or discussing the interview’s structure to alleviate concerns. Asking, "We have set aside x minutes for the interview today. Is that comfortable for you?" is a simple way to make candidates feel more at ease.

Effective Icebreaker Questions for Interviews

"What excites you about work?" This question provides insight into the candidate’s motivations and whether they align with the company culture.

"What do you do in your spare time?" For roles requiring creativity or specific skills, this question helps reveal how candidates apply their abilities outside of work.

"If you won $50 million, how would you spend it?" A lighthearted question that reveals a candidate’s passions and values.

"How would your boss describe you?" This question allows candidates to reflect on their work ethic, relationships with managers, and overall performance.

Legal Compliance & Efficient Interviews

By focusing on legal interviewing practices and engaging icebreaker questions, employers can ensure a fair and productive hiring process. Understanding what is off-limits and concentrating on the skills required for the role ensures compliance with discrimination laws. For businesses in need of HR advice in Perth, maintaining a legally sound interview structure is essential to avoid any pitfalls.

Icebreakers, while seemingly informal, also provide critical insights into a candidate's character and work style. When combined with legally compliant questions, they create a balanced approach to interviews that helps employers make better hiring decisions.

Conclusion

Conducting interviews requires balancing professionalism with rapport-building. By steering clear of illegal questions and incorporating thoughtful icebreakers, employers can ensure a smooth and legally compliant recruitment process. Companies seeking HR advice in Perth will benefit from adopting these practices to create an effective, fair, and legally sound hiring process.