According to the Australian Broadcasting Corporation, did you ever get asked questions during the interview that made you uncomfortable?
Not all issues need to be discussed when you talk to potential employers. So, what questions should the interviewer not ask you during the job application process?
(Australian Broadcasting Corporation Photo)
age
During the interview, the recruiter should not ask for information about the applicant's age.
If applicants fail because of age, recruiters are suspected of age discrimination, said Toy (Christie Toy), a legal expert at law firm Shine Lawyers.
However, a small number of posts with age limits are excluded. For example, under 18-year-olds are not allowed to work in alcohol-related jobs, in which case companies such as hotels have the right to reject such candidates.
（儿童） child
Interviewers should not ask applicants if they have children or whether they plan to have children.
The recruiter is suspected of violating the Sex Discrimination Act (Sex Discrimination Act).) if the applicant is not treated as well as others because he or she has or plans to have a child.
If employers refuse to recruit women because they need maternity leave, there is also a problem.
Note that the interviewer may learn about candidates in a roundabout way, such as asking them about parenting arrangements or the next three years.
[法] marital status
The applicant's marital or emotional status is irrelevant to any job application and should not be asked during an interview.
Companies' recruitment decisions based on such information are also linked to discrimination, including gender discrimination, Mr. Toy said.
Sexual orientation or gender identity issues are also suspected of discrimination in interviews.
[法] health condition
At present, positions such as the police and defense departments may require candidates to conduct health assessments, which is legal. This is limited to industries that require health risks.
Jobs beyond this range are suspected of disability or barrier discrimination if the recruiter raises health issues during an interview or gives discriminatory treatment to the candidate accordingly.
For example, it is illegal for candidates to have diabetes, a disease that is unlikely to affect the inherent requirements of their companies, but because they cannot get a job.
[法] religion
Employers cannot and should not ask applicants about their religious beliefs or treat their employees differently, which would constitute religious discrimination.
Toy said it was a matter of personal life for candidates, and that it would not and should not affect their ability to work, and that recruiters should not be treated differently as a result.
To drink or take medicine.
Such questions have nothing to do with most positions and should not be asked in interviews.
However, some jobs in the industry are susceptible to drugs or alcohol, and recruiters can ask questions during interviews. For example, a position involving driving ability or operating heavy equipment.
Trade union personnel
Under the Fair work Act (Fair Work Act) and some state anti-discrimination legislation, it is illegal for candidates to decide whether they are trade unionists or participate in trade union activities.
