Bad interview questions don’t give you valuable information about a candidate and can reflect poorly on you as an employer. You need to be strategic with the questions you ask applicants, as you have limited time with each one. By avoiding the worst interview questions, you can get to the point faster and narrow your list of candidates down with ease.
We have compiled different interview questions that are a bad idea to ask during an interview. We grouped them together and also provided alternative questions that can give you insight on the candidate you are interviewing.
Most Common Bad Interview Questions
Here are 18 of the most common bad interview questions to avoid, as they can be invasive, discriminatory, or even illegal in many cases.
While this question seems like it can provide insight into where an employee wants to go with their career, it does not show you that the candidate has the required skills to be successful. This question may give you some observation into the applicant’s career desires, such as if they want a leadership role; however, it does not give you any indication of their ability to do the job.
Instead, ask: Where does this position fit along your long-term career path?
This provides no insight into an applicant’s skills and is so common that many candidates have canned responses ready to go—many will say they’re too much of a perfectionist or too dedicated. It’s better to ask an open-ended question that allows applicants to display self-awareness about their potential growth.
Instead, ask: If you encountered X situation, what steps would you take to resolve the issue? Or ask what professional development would make you a more effective employee?
This question puts the applicant on the spot and can back them into a corner. Most will respond by simply saying they believe they are a fit for the position. Asking a variation of this question can give you insight into how well the candidate understands the job requirements.
Instead, ask: How does your previous job align with the duties for this position?
Many interviewers like to ask this question to get an idea of where a person lives in relation to the work location. However, it borders on illegal as it might allow you to make inferences about a candidate’s race or ethnicity and could be considered discrimination if you choose not to hire the candidate. You want to know if commuting will be an issue for the candidate, so you can ask this question differently.
Instead, ask: Are you comfortable with the work location?
This borders on an illegal interview question as it could be considered discriminatory based on how and where a candidate grew up and should be avoided for that reason alone. Candidates may feel that their religious background or the fact that they grew up in a “rough” neighborhood was the reason they were not considered for the position.
Plus, the answer will not give you insight into how the candidate will perform in the role, making it a waste of precious time. You really want to know how their prior experience aligns with the job you need to fill.
Instead, ask: How does your experience prepare you for this role?
Open-ended questions can be good to spark conversation and give you insight into a person’s experience and character; however, asking a person to describe themselves will likely not give you the information you are seeking. Instead, ask a different type of open-ended question that relates to the job they are interviewing for. This will allow them to tell you the skills they have that will make them good employees.
Instead, say: Tell me something that is not on your resume that aligns with this job.
Some people like to ask this question because they think it shows the applicant’s self-awareness. In reality, all it does is welcome lies and misstatements because someone’s arch-nemesis likely has nothing good to say about anyone—but that’s how most candidates will try to spin their answer. This theoretical question wastes time, and you have no way of verifying the answer.
Instead, ask: What are the areas of professional growth you recognize you need to improve?
Candidates want a new job for countless reasons—better pay, better benefits, they don’t like their old manager, they’re moving. None of these answers give you valuable information to help you make a hiring decision.
Instead, ask: As you understand this job, what is the biggest attraction to it for you?
People change jobs most often because of poor managers. Don’t ask a candidate to discuss poor management or even trash-talk their previous employer. A different open-ended question about the applicant’s prior role would be better suited to give you valuable information.
Instead, ask: What aspects of your previous position did you find most professionally challenging?
This question puts a candidate on the spot to either lie or make something up. Plus, your job is to conduct a reference check, so you will hear directly from their former manager exactly what they think about the applicant. You should, however, ask the candidate how they relate to others they work with.
Instead, ask: Tell me about a time when you were required to work on a project as part of a team and how you handled the situation.
Most people who receive this question answer with either an altruistic motive or a selfish one. They either say they would want to invent something to help society or go into a field that allows them to make more money and retire sooner. No matter the answer a candidate provides, it gives you no information about how they will perform in the job with your company.
Instead, say: Tell me about a challenging project or work experience you had to overcome.
This theoretical question does not give you any information about the applicant’s ability to do the job. It might seem like a fun icebreaker, but you can ask a different question that will yield more valuable information.
Instead, ask: On your last day of your current job, what three things would you tell your replacement?
This theoretical question provides you with no valuable insight, so avoid it altogether. Most applicants will have a canned response, and it will simply waste your time. It is a better idea to find out the skills that the candidate currently possesses or needs to acquire to do their jobs.
Instead, ask: If you could have one additional skill to do this job better, what would it be, and why do you think it would be beneficial?
This question is an amateurish attempt at a behavioral interview question. Unless you’re hiring for a traffic cop or a bootlegger, this question has no connection to the job you need to fill. Not to mention, it could entice the candidate to think up a lie that might get them out of the ticket. Someone that would lie about a situation is not someone you want on your team.
Instead, say: Have you ever been asked to do something unethical? How did you handle the situation?
This is a poor attempt at understanding how the applicant likes to be managed—there are better ways to get an answer. Phrasing the question like this only encourages a candidate to bad-mouth their previous manager.
Instead, ask: Do you prefer to be told what needs to be done and figure out how to do it, or do you like to follow an established process? Please give me an example.
This question does not relate to the applicant’s ability to do the job at all. The intent of the interviewer might be to see what type of work ethic the applicant has based on perceptions about these two fictional characters. If they answer Batman, they’re trying to show that they are a driven leader. If they mention they’re like Robin, they’re saying they are supportive and follow directions well. In other words, the candidate will give you a canned response that still does nothing to help you make the right hiring decision.
Instead, say: Tell me about a time when you had to be both a leader but also a supportive contributor to get a project done on time.
A lot of companies want to know if candidates are interviewing with other companies so they know if there is any competition. While you may want to know, avoid this question and simply assume that the candidate IS interviewing with other companies. It is common, however, to want to know how quickly the candidate would be able to start their new job with your company.
Instead, ask: If hired, how soon would you be able to begin?
You may think that by asking this question you will find out what attributes the candidate admires most when working with others. However, it doesn’t actually give you a clear picture of the way the candidate will interact with members of your team or their ability to perform their job. What you really want to know is how well the candidate can acclimate with your team and company.
Instead, say: Tell me about your biggest accomplishment at work and how you were able to use the skills and expertise of your colleagues to achieve success.
Want some ideas on what types of interview questions to ask? Read our Best Interview Questions for expert tips and insights.
Worst Interview Questions Topics to Avoid
When interviewing candidates, asking about certain topics can create a negative experience for the candidate and reflect poorly on your company. Here are some of the topics that you should avoid in interviews:
Politics
It is generally considered inappropriate and potentially discriminatory to ask interview questions about a candidate’s political views, as these questions can lead to biases and legal issues. In many regions, including the United States, it is illegal to make hiring decisions based on a person’s political beliefs.
Here are five examples of bad interview questions related to political views:
- Who did you vote for in the last election?
- What is your political affiliation or party membership?
- Do you support [specific political policy or candidate]?
- Tell me your thoughts about [controversial political topic].
- How do you think your political views align with our company culture?
Religion
Asking questions related to a person’s religion during a job interview can be seen as invasive and discriminatory. It’s important to avoid such questions to maintain a fair and respectful interview process. Here are five examples of bad interview questions pertaining to a person’s religion:
- Would you be comfortable working with colleagues who have a religious belief?
- Are you available to work on religious holidays?
- How does your faith influence your moral values?
- Have you ever taken time off work for religious reasons?
- Tell me about your religious upbringing or conversion experience.
Sexual Orientation
Asking about a person’s sexual orientation during a job interview is considered inappropriate and bad practice because it invades an individual’s privacy, has no relevance to their qualifications or ability to perform the job.
- Are you in a same-sex relationship?
- How do you feel about working with colleagues who are openly LGBTQ+?
- Do you participate in LGBTQ+ events?
- Have you ever faced discrimination because of your sexual orientation?
- Do you think your sexual orientation will affect how you fit in with the team?
Criminal History
It is generally considered bad practice to ask a job candidate about their criminal history during an interview for several compelling reasons. In many regions, including the United States, there are “Ban the Box” laws and fair chance hiring initiatives in place that encourage employers to delay questions about an applicant’s criminal history until later in the hiring process, typically after a conditional job offer has been made. This is because asking about criminal history upfront can disproportionately disadvantage individuals with a criminal record, potentially perpetuating cycles of unemployment and recidivism—the tendency of a convicted person to commit the same offense.
Asking about criminal history prematurely may lead to bias and judgment based on past mistakes rather than an objective evaluation of the candidate’s potential to contribute to the organization. To ensure a fair and effective hiring process, it is generally advisable to consider criminal history as a later step in the background check process, after other aspects of the candidate’s suitability for the role have been evaluated.
Previous Terminations
Asking a job candidate if he has been fired from a job is considered a bad question for several reasons:
- Invasiveness: Inquiring about the reasons for being fired can be invasive and may lead to candidates feeling uncomfortable or defensive during the interview. It may delve into personal or sensitive matters that are not directly related to the candidate’s qualifications for the position.
- Potential for Discrimination: Asking about a candidate’s employment history, especially regarding job terminations, can inadvertently lead to discrimination based on factors such as age, gender, race, or disability. For example, if a candidate was let go due to a medical condition or caregiving responsibilities, probing about their firing could lead to discrimination.
- Lack of Relevance: In most cases, the fact that a candidate was fired from a previous job may not be directly relevant to their qualifications or ability to perform in the current role. The focus of the interview should be on assessing the candidate’s skills, experience, and suitability for the position at hand.
Instead of asking if a candidate has been fired, it’s more effective to frame questions around their work experience, accomplishments, and how they handle challenges or difficult situations in the workplace. For example, you can ask behavioral questions like, “Can you provide an example of a challenging work situation you faced and how you resolved it?” This allows candidates to demonstrate their problem-solving skills and resilience without directly focusing on the reasons for job terminations.
Why Should You Avoid Poor Interview Questions
Avoiding poor interview questions is essential for maintaining a fair, respectful, and legally compliant hiring process. Here are some compelling reasons why you should avoid asking poor interview questions:
- They can be discriminatory
Asking discriminatory or invasive questions can put your organization at risk of legal issues and discrimination claims. Many regions have strict laws and regulations governing the types of questions that can be asked during interviews. Failure to comply with these laws can result in legal consequences, including fines and lawsuits.
- They can sound biased
Poor interview questions can introduce bias into the hiring process. Biased questions can lead to unfair judgments about candidates and may prevent you from selecting the most qualified and capable individuals for the job.
- They create negative candidate experience
Candidates who are asked inappropriate or invasive questions may have a negative experience during the interview. This can harm your company’s reputation and make it difficult to attract top talent in the future. A negative interview experience can also lead to negative reviews on job review websites or social media.
- They don’t promote diversity and Inclusion
Inappropriate questions can discourage candidates from diverse backgrounds from applying or accepting job offers. Promoting diversity and inclusion in the workplace is essential for creativity, innovation, and success, and poor interview questions can hinder these efforts.
- They are irrelevant to the job
Poorly phrased or irrelevant questions may not provide meaningful insights into a candidate’s qualifications or ability to perform the job. This can lead to poor hiring decisions and negatively impact the company’s performance.
- They are a waste of time
Asking irrelevant or improper questions during interviews can waste time for both the interviewer and the candidate. It can lead to lengthy, unproductive discussions that do not contribute to the assessment of the candidate’s suitability for the position.
Illegal and Legal Interview Questions
Legal interview questions assess a candidate’s qualifications, skills, and experience relevant to the job without delving into personal or protected characteristics, such as race, gender, age, religion, sexual orientation, disability, or marital status. Such questions focus on objective criteria and job-related factors, ensuring a fair and non-discriminatory hiring process. These include inquiring about a candidate’s work experience, education, job-related skills, and ability to perform essential job functions.
In contrast, illegal interview questions violate anti-discrimination laws and should be avoided at all costs. These inquire about personal or protected characteristics that have no bearing on a candidate’s ability to perform the job. Asking such questions can result in legal consequences, including discrimination claims and fines.
Examples of illegal questions include asking about a candidate’s age, race, gender, religion, national origin, disability, marital status, pregnancy status, sexual orientation, and other protected attributes. Employers should be well-versed in employment laws and adhere to best practices to ensure that their interview questions are legal and do not discriminate against candidates based on their personal characteristics.
To learn more about what interview questions can put you in the legal hot seat, read our in-depth article on Common Illegal Interview Questions & How to Avoid Them.
How to Avoid Asking Bad Interview Questions
Avoiding bad interview questions is crucial to conduct a fair and legally compliant hiring process. Here are some steps to help you avoid asking inappropriate or discriminatory questions during interviews:
- Familiarize Yourself With Employment Laws: Understand the legal regulations and anti-discrimination laws relevant to hiring and interviewing in your region. For example, in the United States, the U.S. Equal Employment Opportunity Commission (EEOC) provides guidelines on acceptable interview questions.
- Use a Structured Interview Process: Develop a structured interview format with predefined questions that are directly related to the job requirements and qualifications. This helps ensure consistency and fairness in the interview process.
- Focus on Job-Related Criteria: Craft questions that assess a candidate’s skills, experience, and qualifications for the specific role. Stay on topics directly related to the job and its responsibilities.
- Avoid Personal and Protected Characteristics: Do not ask about personal characteristics such as age, gender, race, religion, marital status, sexual orientation, disabilities, or family status. These are protected characteristics in many jurisdictions and should not influence hiring decisions.
- Use Behavioral Questions: Pose questions that require candidates to provide concrete examples of their past experiences and how they handled specific situations. Behavioral questions help you assess a candidate’s competencies without straying into inappropriate territory.
- Stay Neutral and Open-Ended: Frame questions neutrally, without bias or assumptions, and use open-ended questions that encourage candidates to provide detailed responses. Avoid leading questions that suggest a preferred answer.
- Train Interviewers: Provide training to interviewers and hiring team members on legal and ethical interview practices. Ensure that everyone involved in the hiring process understands the importance of avoiding bad interview questions and the potential consequences of not doing so.
By following these tips, you can conduct interviews that are respectful, fair, and legally compliant, while also focusing on evaluating candidates based on their qualifications and suitability for the job.
Aside from avoiding these questions, following hiring best practices can help you find the suitable candidate for the job. Here are some tips on how to hire employees.
Bottom Line
Interviewing someone for a job is a tricky task at which you will get better with practice. You have limited time to speak with each candidate, so you must make every question count by asking only the best interview questions. Avoiding ineffective and downright bad interview questions can better give you the information you need to make the right hiring decision.
