10 Interview questions never to ask

Because some questions do more harm than good

Let’s Talk About Questions That Shouldn’t Be Asked

We all know interviews matter. But you know what? So do the questions. The wrong ones can make great candidates walk out, feel judged, or worse—put your company in legal hot water.

This isn’t about being "too sensitive." It’s about being fair, smart, and human. If you're a manager who interviews (or plans to), here’s a list of questions you should steer clear of—and what to ask instead.

1. "Where are you from originally?"

Sounds friendly, right? Personally, there have been times I really wanted to ask this question during an interview. Mainly because I love people and have a genuine interest in their cultures. Even though my intentions were pure, it’s still a no-go. Why? Because it can be seen as fishing for national origin, which is protected by law. Even if you’re just making small talk, this one has the potential to backfire.

Try instead: "Tell me about your professional background."

2. "Do you have kids?"

Oof. This one's more common than you'd think. Sometimes managers think they are being personable by asking this question or simply trying to find common ground. But it opens the door to bias about availability, flexibility, or commitment—especially for women.

Try instead: "Are there any scheduling needs you'd like us to be aware of?"

3. "How old are you?"

This one should be pretty obvious. Even if you're trying to guess how many years of experience they have, don’t ask about age. Age discrimination is a real thing, and this question can lead you right into it. Imagine how it could look from the applicant’s perspective if you asked this question during the interview but decided not to hire them.

Try instead: "Can you tell me about your experience related to this role?"

4. "Are you planning to retire soon?"

This might seem like a relevant question, but it's actually age-based and could easily be seen as discriminatory.

Try instead: Focus on future goals: "Where do you see yourself in the next few years professionally?"

5. "Do you have any health conditions?"

ADA violation alert. This question gets into private medical territory. Don’t go there. Although you can’t ask about medical conditions, you can explain the physical requirements of the position. For example, “this position requires lifting up to 50-75 pounds. Would you be okay with that?”

Try instead: "Would you be able to perform the essential functions of this job?"

6. "What religion do you practice?"

Don’t ask it. Don’t hint at it. Don’t joke about it. It’s off-limits.

Try instead: If you’re thinking about availability: "Are you available to work the schedule required for this role?"

7. "Have you ever been arrested?"

There’s a big difference between being arrested and being convicted. Many states have laws limiting what you can ask here.

Try instead: "Have you ever been convicted of a crime that would impact your ability to perform this job?"

8. "Are you a U.S. citizen?"

This question might seem practical, but it's problematic. The better approach is to ask about work authorization.

Try instead: "Are you authorized to work in the U.S.?"

9. "What year did you graduate?"

This is a sneaky age question in disguise. Even if you're trying to get a sense of experience, it crosses the line.

Try instead: "Tell me about the most recent roles that prepared you for this one."

10. "Is English your first language?"

Another one that feels casual but carries baggage. This can create bias around ethnicity or national origin.

Try instead: "This role requires strong communication skills. Can you tell me about your experience communicating in a professional setting?"

Let’s Keep It Legal and Respectful

Look—most managers don’t mean to ask harmful or illegal questions. But that doesn’t mean we aren’t responsible for our actions and the consequences that may result. If you're unsure whether a question is okay, ask HR before asking the candidate.

Hiring isn’t just about assessing fit. It’s about showing who we are as a company. Let’s make that impression count—while doing it legally.