Job Interview Preparation Course: Questions employers should not ask

1. Question 1 of 17

   Which law covers federally regulated employers such as banks and airlines?

   • AThe Canadian Human Rights Act
   • BEach province's own human rights law
   • CThe Criminal Code of Canada
   • DThe Employment Insurance Act
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   Answer: A. The Canadian Human Rights Act

   The Canadian Human Rights Commission deals with discrimination complaints under federal jurisdiction, such as banks and airlines.

2. Question 2 of 17

   You think a restaurant in Alberta asked you discriminatory interview questions. Where would a complaint go?

   • AThe Canadian Human Rights Commission
   • BThe Canada Revenue Agency
   • CThe Office of the Prime Minister of Canada
   • DThe Alberta Human Rights Commission
   Show answer

   Answer: D. The Alberta Human Rights Commission

   Restaurants and stores are not federally regulated, so their complaints go to the provincial or territorial human rights agency.

3. Question 3 of 17

   Which of these is a prohibited ground of discrimination under the Canadian Human Rights Act?

   • ATyping speed
   • BYears of work experience
   • CWillingness to work weekends
   • DFamily status
   Show answer

   Answer: D. Family status

   Family status is one of the Act's prohibited grounds. The others listed are job-related.

4. Question 4 of 17

   Which question is acceptable in a job interview?

   • A"Which country are your parents originally from?"
   • B"Were you born a Canadian citizen?"
   • C"Where were you born?"
   • D"Are you legally entitled to work in Canada?"
   Show answer

   Answer: D. "Are you legally entitled to work in Canada?"

   Employers may ask whether you are legally entitled to work. They should not ask about birthplace or ancestry.

5. Question 5 of 17

   Which job-related question can replace "Do you have children?"

   • A"Are you planning to start a family soon?"
   • B"Can you work the scheduled hours?"
   • C"Who looks after your kids while you work?"
   • D"Does your spouse or partner have a job?"
   Show answer

   Answer: B. "Can you work the scheduled hours?"

   Instead of asking about family, employers can ask whether you can meet the job's hours and attendance needs.

6. Question 6 of 17

   When is it generally acceptable to ask "Are you 18 or older?"

   • AOnly for office and administrative jobs
   • BWhen a law sets a minimum age for the job
   • COnly for people who look young to the interviewer
   • DAlways, for every kind of job in Canada
   Show answer

   Answer: B. When a law sets a minimum age for the job

   Date of birth and age generally should not be asked, except to confirm a legal minimum age for the job.

7. Question 7 of 17

   Which question about language is acceptable?

   • A"Where did you first learn English?"
   • B"What is your mother tongue?"
   • C"Can you speak the languages this job needs?"
   • D"Which language do you speak at home with family?"
   Show answer

   Answer: C. "Can you speak the languages this job needs?"

   Employers may ask about languages the job needs, not your mother tongue or where you learned a language.

8. Question 8 of 17

   When can an employer properly ask for your photo?

   • AAfter you are hired, for an ID badge
   • BAt the start of the interview, for the hiring file
   • CBefore inviting you to an interview
   • DWith your online job application
   Show answer

   Answer: A. After you are hired, for an ID badge

   Photos before an offer may reveal protected characteristics. They can be taken after selection for business needs.

9. Question 9 of 17

   Which disability-related question is acceptable before a job offer?

   • A"Have you ever received workers' compensation benefits?"
   • B"The job involves heavy lifting. Can you do that?"
   • C"Do you have any health problems we should know about?"
   • D"Have you ever been treated by a psychiatrist?"
   Show answer

   Answer: B. "The job involves heavy lifting. Can you do that?"

   Employers can ask whether you can do the job's real requirements. General health and medical-history questions should be avoided.

10. Question 10 of 17

    Section 8 of the Canadian Human Rights Act says which of these is a discriminatory practice?

    • AHolding the job interview by video call instead of in person
    • BAsking an applicant for the names of work references
    • CAsking every applicant about job-related skills and experience
    • DQuestions that express a preference based on a prohibited ground
    Show answer

    Answer: D. Questions that express a preference based on a prohibited ground

    Section 8 covers application forms, ads and written or oral inquiries that express or imply a limitation or preference based on a prohibited ground.

11. Question 11 of 17

    A job has Saturday shifts. Which approach is acceptable?

    • AAsk which religion the applicant follows, if any
    • BAsk which religious holidays the applicant keeps
    • CAsk for a reference letter from a religious leader
    • DExplain the shifts and ask if that is a problem
    Show answer

    Answer: D. Explain the shifts and ask if that is a problem

    Employers should explain the shift and ask about availability, not about religion. They also have a duty to accommodate.

12. Question 12 of 17

    An interviewer asks about your family plans. Which reply addresses the real concern?

    • AMaking up the answer you think the interviewer wants to hear
    • BAsking the interviewer about their own family plans in return
    • C"I can work all scheduled shifts, and my attendance is excellent."
    • D"That's none of your business!" and then walking out of the room
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    Answer: C. "I can work all scheduled shifts, and my attendance is excellent."

    One option is to answer the concern behind the question, such as attendance, while staying professional.

13. Question 13 of 17

    What can an employer usually ask for after a job offer?

    • AYour sexual orientation
    • BAn emergency contact
    • CYour religion and place of worship
    • DYour plans to have children
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    Answer: B. An emergency contact

    Emergency contacts and proof of eligibility to work can be collected after selection. Protected grounds should not be asked about.

14. Question 14 of 17

    When should a hiring employer ask for your Social Insurance Number?

    • ABefore the employer invites you to apply
    • BOn the online job application form
    • CDuring the first interview, before any offer
    • DWithin 3 days after you start work
    Show answer

    Answer: D. Within 3 days after you start work

    The federal SIN code of practice says not to ask for a SIN on an application or in an interview. Employers must request it within 3 days after work begins.

15. Question 15 of 17

    Within what time should you usually file a complaint with the Canadian Human Rights Commission?

    • AWithin 12 months of the incident
    • BWithin 7 days of the incident
    • CWithin 5 years of the incident
    • DAny time; there is no time limit
    Show answer

    Answer: A. Within 12 months of the incident

    The Commission says to file within 12 months, although it can make exceptions in certain circumstances.

16. Question 16 of 17

    Which ground is protected under the Alberta Human Rights Act but is not listed in the Canadian Human Rights Act?

    • AReligion
    • BSource of income
    • CAge
    • DSexual orientation
    Show answer

    Answer: B. Source of income

    Alberta's list includes source of income. Religion, age and sexual orientation are protected under both laws.

17. Question 17 of 17

    What is the Ontario Human Rights Commission's position on a strict "Canadian experience" requirement?

    • AIt is recommended for all jobs that involve customers
    • BIt is allowed whenever an employer simply prefers it
    • CIt is required by law for every job anywhere in Canada
    • DIt is discrimination on its face, allowed only in rare cases
    Show answer

    Answer: D. It is discrimination on its face, allowed only in rare cases

    The OHRC says a strict Canadian experience requirement is prima facie discrimination. Employers should consider all relevant experience.

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