This page provides important legal guidelines for inquires that are permissible during the interview and recruitment phase as well as those that must be avoided to comply with anti-discrimination laws and to reduce legal liability. Any inquiry should be avoided that, although not specifically listed herein, is designed to elicit information as to any applicant’s race, color, religion, sex (including pregnancy), sexual orientation, gender identity, age, national origin, disability, veteran status, or genetic information, unless it is a bona fide occupational qualification (BFOQ). Inquiries should only be made in order to elicit information about the candidates abilities to do the essential functions of the position. Please contact the Office for Institutional Equity and Diversity at email@example.com or 919.513.3148 with any questions.
Remember, all questions must be job related and should be decided upon by the search committee prior to the interview process. Questions pertaining to a candidate’s name, age, arrest and conviction record, education, and military service are a part of the initial application process and/or the pre-hiring phase and do not warrant additional questioning during the interview process.
Please read through these carefully
For verification purposes, whether the applicant’s work or research records are under another name.
Any inquiry that would indicate an applicant’s lineage, ancestry, national origin, or descent.
Any inquiry into the previous name of the applicant where it has been changed by court order or otherwise.
If a woman is called by Miss, Mrs., or Ms., or ask for her maiden name.