The goal is to avoid any touchy subject included in the Article 14 of the Constitution Spanish, according to which “Spaniards are equal before the law, without discrimination on the basis of birth, race, sex, religion, opinion or any other prevailing personal or social condition”. That Working Group Working Universia warns against avoiding these questions.

Age

Only valid if the recruiter wants to ensure that the candidate is of legal age. Outside of this circumstance, the interviewer would not be entitled to ask for the date of birth or the date of obtaining educational qualifications, which could allow conclusions to be drawn about the age of the respondent. What is different is that it is the same candidate who voluntarily states the age in the CV.

gender

Gender discrimination in the workplace is still a reality, supported by data such as the low presence of women in managerial positions and the gender pay gap. Since info jobs They recall that “a recruiter should never ask questions such as whether a woman has children, whether she plans to become pregnant, or whether she would be comfortable leading a team of men. These are questions that clearly imply gender discrimination.”

Marital status or personal situation

Closely related to the previous point, to avoid prejudice leading to employment discrimination and “in case the employer wants to find out what commitment an applicant can accept regardless of gender, the most appropriate questions are you, among others time availability or other reasons that prevent you from traveling regularly as this position requires If the applicant says they cannot meet the requirements of the position, the decision not to hire them would be based on the principle that the respondent has work limitations, so it would be legal to raise these issues as long as they are not specifically mentioned reference to the applicant’s family situation.

disability

Unless it is a position that is reserved for the professional integration of people with disabilities, in which case recognition of the degree is usually required, disability-related questions must be avoided in the other positions to be filled in order to ensure equal opportunities for all guarantee. However, companies can formulate any other mechanism to ensure that the respondent is able to perform essential functions related to the vacancy.

personal questions

It is neither permissible nor distasteful to ask about physical conditions such as height or weight. These are often replaced with questions that address more light-hearted topics, like hobbies or personal interests. Sometimes they are used to lighten the tone of the conversation, but if none of these hobbies are related to the skills required to do the job, the candidate may refuse to respond.

nationality or race

Recruiters should avoid asking questions related to candidates’ nationality or race, such as: B. where were you born?, where were your parents born? and other. None of this is relevant in a selection process or when performing job functions.

religion or politics

Questions about religious beliefs or affiliation with political parties are not appropriate in an interview as they could violate freedom of religion. “In the recruitment processes, professionals must focus on knowing the skills and abilities of the candidates in order to analyze their suitability for the job offered, independently of certain personal aspects that objectively have little or no impact on professional performance,” he says. Javier Caparos, CEO of Working.com Spain and Personnel Consulting.

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