Out of Bounds

Uncomfortable topics can arise during an interview, and knowing how to handle them can help you navigate the situation with confidence. If the interviewer poses questions that seem illegal or inappropriate, such as those about your ethnic background, sick time usage, or religion, you can respond politely but firmly.

For example, you might say, “I’m not comfortable discussing that topic, as I believe it’s not relevant to my qualifications for this position.” This approach allows you to maintain professionalism while setting boundaries. Being prepared for such scenarios enables you to manage the interview with finesse and assertiveness.

Here are some questions that are not allowed:

• How many sick days do you take a year?
• Have you ever had a long-term or workers’ compensation claim?
• Do you have a disability?
• Do you have young children at home?
• What religion are you?
• What is your ethnic background or country of origin?

Preparing Your Answers

Most interviewers have good intentions; they genuinely want to understand your work experience and assess your fit within the organization. However, some interviewers may be inexperienced or unaware of legal boundaries, which can lead to inappropriate questions.

In these situations, it’s important to gauge your comfort level when responding. You have the right to decide how much you want to share. If a question feels too personal or irrelevant, you might redirect the conversation by saying something like, “I prefer to focus on my professional qualifications and how I can contribute to the team.”

Balancing honesty with professionalism will help maintain the flow of conversation while ensuring you feel comfortable with what you’re sharing.

For example, if you know that the organization operates with a rotating shift schedule that includes Sunday morning, and you normally attend church at that time, you could mention your situation along with a solution. Here are two examples.

• “I am happy to work whatever shifts you offer. I normally attend church on Sunday, so I would prefer not to work at that time, but I’d be happy to work Friday evenings if that’s a time that people normally want to have off, or at another time.”
• “I normally attend services on Saturday evening, and I can appreciate that many people want that time off. Would it be possible to alternate shifts, or to work two Saturday evenings and have two off a month so that I can still worship with my congregation? In return, I’d be happy to work a Sunday shift when I know that other people are attending church.”

If the employer is focusing on a physical need you have, it’s important to approach the conversation as a problem solver rather than simply stating your requirements. This helps you avoid coming across as negative or difficult. You might say something like:

“I’m confident that I can perform the work you’ve described, and I’m excited about the opportunity to contribute here. I do have a prosthetic leg, which makes standing for long periods or navigating stairs quickly a challenge, but I can manage well with a stool nearby.”

Most employers appreciate transparency and are willing to accommodate your needs. If they indicate they cannot make adjustments, don’t hesitate to ask for clarification on why not. This can open up a dialogue for finding a mutually agreeable solution. For instance, while a stool might seem like a hazard, the employer may simply be unfamiliar with accommodating specific needs in the workplace.

Maintain confidence in your abilities. If you believe you can effectively perform the job, remember that the employer will also benefit from your contributions, just as you will from being part of the team.

Ability-Based Questions

Be aware of how employers might ask you about your ability to do a particular job. For example, an interviewer might ask if you have a disability that could affect your ability to do the job. The question is often phrased like this: “Is there anything that would prevent you from performing the duties of this job exactly as I have described them to you?” This question is allowed because the employer is asking it in terms of your ability to do the job.

The question behind these questions is also, “Are you capable of performing the duties of this job?” That’s the information a prospective employer needs to know. Be aware that you might be asked questions like those above and plan for how you will answer them. 

Avoiding Awkwardness

One effective way to avoid awkward questions is to be upfront about any issues or preferences you have. Don’t leave all the responsibility on the employer. For instance, if you prefer not to work rotating shifts or are unwilling to relocate, it’s best to address this before accepting a job where those conditions are expected. Don’t assume that an employer will exempt you from shift rotations simply because you dislike working certain hours. Many employees may also dislike particular shifts but are willing to make trade-offs for other job benefits.

Approach the labour market with a clear understanding of whether your desired role typically involves shift work. Be honest with yourself about the realities of the job market, where many positions require flexible hours.

Additionally, be open about any areas of your résumé or portfolio that may raise questions. For example, gaps in your work history or inquiries about your appearance, such as tattoos and piercings, may arise. By being forthcoming with potential employers, you position yourself as a candidate of interest rather than someone who might be seen as a liability or troublemaker before you even share your qualifications.

Choosing What To Share

A candidate’s comfort level with disclosure can significantly influence an employer’s hiring decision. However, it’s important to approach this area with careful consideration.

If you have a medical condition that is well managed and does not impact your ability to perform the job, or if it doesn’t require any accommodations, you are not obligated to disclose it. This is especially sensitive when it comes to mental health issues. Many individuals lead productive lives while managing conditions like depression, anxiety, obsessive-compulsive disorder, or attention deficit/hyperactivity disorder.

If the condition does not affect your job performance, there’s no need to bring it up with an employer. In fact, many employers may lack the understanding or resources to support employees with mental health or chronic conditions, which might lead to unfavourable perceptions if you disclose these issues.

If you’re uncertain about how to handle the disclosure of a health issue, it’s advisable to seek guidance from a career development professional. They can help you navigate this sensitive topic and make informed decisions about what to share.