Interview Questions that you are Not Allowed to Ask - Health

 

Aaron Wallis Sales Recruitment are a Leading UK Sales Recruiter

 

Health and abilities of your potential employees may be important, but it's important that you avoid assumptions and discrimination.

Illegal: "Do you smoke or drink?"

As a generalisation, most employers will want to avoid hiring someone who has a drinking problem or whom will take multiple smoke breaks throughout the day - it's even a concern for insurance. You can find out if they've had trouble with health policies in the past by asking a question such as "Have you been disciplined previously for violating company policies forbidding the use of alcohol or tobacco products?" instead of asking a direct question.
 

Illegal: "Do you take drugs?"

This question provides a simple confusion of terms where your interviewee may think you're asking about prescription drugs - which itself is a question that is off-limits. Make sure that you specify that you want to specifically know about illegal drug use instead by asking "Do you use illegal drugs?"
 

Illegal: "How tall are you?" or "How much do you weigh?"

Although these are not essential requirements to a sales role, these personal questions must not be asked under any circumstances. If it necessary that you find out how tall or how much they weigh (for whatever reason that may be) its best to ask them a question upon the basis of "Are you able to reach items that are on a shelf that is five feet tall?" or "Are you able to lift a box weighing up to 40 pounds?"
 

Illegal: "How many sick days did you take last year?"

Of course no one wants to employee a candidate who takes a day of here and there at their own leisure but even the most dedicated of dedicated workers get sick every now and then. Take a look at missed days as a whole to measure the candidate's commitment by asking a question such as "How many days of work did you miss last year?"
 

Illegal: "Do you have any disabilities?"

Physical or mental abilities can affect a candidate's ability to do a job but it's absolutely critical that you avoid asking them about them. Instead, you should ask the applicant if they can handle what is required for example "Are you able to perform the specific duties of this position?"
 

Illegal: "Have you had any recent or past illnesses or operations?"

Illness isn't something that most people can help however it's understandable that gauging commitment is important. As an alternative you can ask "Are you able to perform the essential functions of this job with or without reasonable accommodations?"

For further information on disability discrimination download this following advice sheet..

 

About The Author


Robert Scott, Managing Director of Aaron Wallis

Robert Scott

Managing Director at Aaron Wallis Recruitment

Rob is the Managing Director of Aaron Wallis Sales Recruitment, a national recruitment agency specialising in sourcing sales and marketing staff for businesses across a broad range of commercial sectors. Before setting up Aaron Wallis, Rob spent ten years at a specialist Sales and Marketing recruitment division of a £0.5BN recruitment group, leaving in 2007 as Marketing & Sales Director to establish Aaron Wallis.

With over 20 years experience in recruitment, Rob is a History graduate with a PgCert in Management Practice and a trusted authority in the sales industry; in 2013 leading the most extensive survey of sales professionals in the UK. From guiding employers through the recruitment process to helping candidates find their dream job, Rob's advice has been quoted in leading publications such as Business Insider and The Independent, as well as OnRec, who host The Online Recruitment Awards every year.

Find out more about Rob here.

 

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