Interview Questions to Avoid When Hiring Cleaning Company Employees

Interviewing job applicants for your cleaning business can be a tedious process if you want to find the best candidates. You want to “weed out” the less desirable ones, but this can often be a difficult process. Applicants want to portray themselves in the best possible light, so determining their merits can be a challenge. You may think to yourself that by asking the right questions, you can accomplish this. However, you need to be careful what questions you ask. In these days of strict employment laws and potential legal consequences, it pays to know what questions you can and cannot ask.

There is much personal information about applicants you cannot legally ask. Questions regarding age, race, religion, nationality, gender, disability, and marital status are just a few of the topics where you need to be careful. What may seem like an innocent question can be interpreted in another manner. The concern you must face is that of discrimination. Certain questions have been deemed illegal to ask. Here are several questions you cannot ask on an application or in an interview, along with acceptable alternatives. This is not an all-inclusive list, but covers several common questions often asked in the hiring process.

Unacceptable: How old are you?
Acceptable: Are you over the age of 18?

Do not set yourself up for charges of age discrimination by asking this question. As long as they are of legal    age, you cannot ask this.

Unacceptable: When do you plan on retiring?
Acceptable: Do you have long-term employment goals?

You may not want to invest a lot of time and money in training someone who will only be working for a short period of time, but you cannot legally ask for this information.

Unacceptable: Are you a citizen of the United States?
Acceptable: Can you legally work in the United States?

You need not be a US citizen to work here, but rather you need to be authorized to do so. For example, a Resident Alien is not a US citizen, but can accept employment in this country.

Unacceptable: How long have you lived in this country?
Acceptable: What is your current address? What is the best way to reach you?

Country of origin is not required information. Legal status and qualifications are what you are looking for. Do not set yourself up for a discrimination case based on an applicant's country of origin.

Unacceptable: Do you have children?
Acceptable: Can you work overtime if needed?

As an employer, you are concerned that children may interfere with a work schedule. You can ask what their availability is, but not their family situation.

Unacceptable: This job is usually performed by a man/woman. Will you be able to handle it?
Acceptable: What skills can you bring to this position?

Stay away from gender questions. Focus questioning on their qualifications.

Unacceptable: What religion are you or what holidays do you observe?
Acceptable: Are you able to work the required days for this position?

As a business owner, you want to hire people who can work when you need them. You cannot discriminate based on someone's religious observances, but you may choose not to hire them if they cannot work the days you need them to.

Unacceptable: Have you ever been arrested?
Acceptable: Have you ever been convicted of theft?

In this industry, you want someone who can be trusted in the buildings or homes you clean. You may only ask questions pertaining to areas of your concern.

Unacceptable: Are you disabled?
Acceptable: Can you perform the duties required of this position?

You cannot discriminate against someone due to a disability. You need to ask if they are capable of doing the required work.

Unacceptable: Do you use drugs?
Acceptable: Do you use illegal drugs?

Many people take prescription drugs. You want to know if they use illegal drugs.

Unacceptable: Do you belong to Military Reserves or National Guard?
Acceptable: Do you foresee any upcoming events that may require you to miss work for an extended period of time?

Again, you want to hire people that will not miss time. However, you cannot ask about military obligations. Stay focused on their ability to work the required days.

Unacceptable: How tall are you? How much do you weigh?
Acceptable: Can you reach objects six feet from the floor? Can you lift 40 pounds?

Avoid personal questions and stick to those asking about their abilities and capabilities.

Unacceptable: Have you been ill or had surgery?
Acceptable: Are you physically able to perform the duties required of this position?

Again, stay away from personal questions such as this. Focus on job skills and qualifications.

While this list includes only a few of the most commonly-asked illegal questions, they show a pattern of what is acceptable and what is not. Questions about one's race, gender, age, nationality, religion, and other personal information, are deemed illegal. While your intent may be to obtain as much information as possible about potential candidates, you do not want to be accused of discrimination. These laws are in existence to protect all of us. Much of the information we really want to know can be obtained with the properly-phrased questions. Be consistent in your interview process, and you will be able to avoid one of the pitfalls of business owners everywhere.