Candidates Boundaries: Don't Cross

It is important to have an honest dialogue in an interview, but the conversation should respect some boundaries. Especially for the recruiter.

The goal of an interview is to raise pertinent points for the selection of a candidate, such as their experiences, competencies, and expectations for the position. Anything that goes beyond this, mixing professional and personal, for example, can be dismissed.

Extremely specific demands of the employer may create exceptions to this rule, for example, a spouse employed in the competing company.

Knowing this, these are some of the things that can be left out of the discussion in a selection process:

🕯️ Religion

The question can be accepted if it is based on knowing your willingness to work on Sundays and holidays, for example. However, as strictly personal information, faith - or lack of it - is not a subject for a job interview.

🏳️ Political stance

In times of intense discussions about politics, it is best not to bring up the subject at work or in the recruiting environment.

No candidate is obliged to give his age if he doesn't want to, this information can be useful to have a diverse team, but in any case, it is not critical information, even dispensable.

👥 Name of other companies from other selection processes

The interviewer has the right to ask if the professional is participating in other processes but cannot demand to know their names. Many times, the candidate participates in selections that require confidentiality.