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Equal Employment Opportunity Interview Guidelines
 

Subject

Lawful *

Unlawful

Address Applicant’s place of residence Inquiry as to whether candidate owns home, rents rooms, or lives with relatives. Inquiry into duration of current or previous addresses.
Age Are you over 18 years of age? Inquiry about age or date of birth.
Arrest Record Inquiry as to whether candidate was ever convicted of a crime Asking an interviewed candidate if (s)he has ever been arrested.
Birth Date None Requirement that candidate submit birth certificate, naturalization or baptismal record. Requirement that applicant produce proof of age in the form of a birth certificate or baptismal record.
Citizenship Asking whether the candidate is a citizen of the U.S. If not a citizen of the U.S., does candidate intend to become one? If not a citizen of the U.S., has the candidate the legal right to remain permanently in the U.S.? Does the candidate intend to remain in the U.S.? Was the candidate ever interned or arrested as an enemy alien? Asking candidate of what country(ies) (s)he is a citizen. Inquiry as to whether candidate is a naturalized or a native-born citizen; the date when candidate acquired citizenship. Requirement that candidate produce naturalization papers. Inquiry as to whether candidate’s parents or spouse are naturalized or native-born citizens of the U.S., the date when parents or spouse acquired citizenship.
Children None Ages of children, plans to have children in the future, child care arrangements, capacity to reproduce, advocacy of any form of birth control or family planning.
Disability None Inquiry as to whether the individual is disabled. Inquiry about certain diseases for which candidate may have been treated.
Education Inquiry into candidate’s academic, vocational, or professional education and the public/private schools attended Inquiry about year of graduation from high school. Inquiry about the nationality, racial or religious affiliation of schools attended.
Experience Inquiry into work experience
Gender, Sex None Inquiry as to sex. Inquiry as to how candidate wishes to be addressed: Mr./Mrs./Miss/Ms.
Language Inquiry into languages candidate can speak and write fluently Inquiry as to native languages. Inquiry into how candidate acquired ability to read, write or speak a foreign language.
Marital Status None Inquiry as to marital status, name or occupation of spouse.
Military Experience Inquiry into candidate’s military experience in the U.S. or in a state militia or service in particular branch of U.S. service Inquiry into candidate’s general military experience.
Name Have you ever worked under a different name? Is there any additional information relative to change of name, use of an assumed name or nickname necessary to enable a check on your work record? Original name of applicant whose name has been changed by court order or otherwise, maiden name of a married person, or requiring prefix (i.e., Mrs.) to applicant’s name. Spouse’s name.
National Origin, Birthplace None Inquiry into candidate’s lineage, ancestry, national origin, birthplace, descent, parentage, nationality, or native language. Inquiry regarding nationality or birthplace of candidate’s parents or spouse.
Organizations Inquiry into candidate’s membership in organizations that (s)he considers relevant to ability to perform job Requesting candidate to list all clubs, societies, and lodges to which (s)he belongs.
Race or Color None Considering the complexion or color of the skin, hair or eyes; or any other questions directly or indirectly indicating race or color.
Relatives Names of candidate’s relatives, other than a spouse already employed by the same employer Names, addresses, ages, number or other information about candidate’s spouse, children, or other relatives not employed by the same employer.
Religion or Creed None Inquiry into candidate’s religious denomination, religious affiliations, church, parish, pastor or religious holiday observed.

* Inquiries which would otherwise be deemed lawful may, in certain circumstances, be deemed as evidence of unlawful discrimination when the inquiry seeks to elicit information about a selection criterion which is not job-related and which has a disproportionately burdensome effect upon the members of a minority group and cannot be justified by business necessity.

Remember, the purpose of an interview is to evaluate a candidate for a job so only questions that speak to a bona fide occupational qualification may be asked. In a parish ministry position religious affiliation is more than likely a legitimate qualification and in this case an inquiry is not unlawful.