The interview process should explore only information relevant to a person’s ability to do a job. Avoid asking questions unrelated to performance of the job’s essential duties, particularly questions related to race, color, sex, age, sexual orientation, marital status, religion, creed, health, disability or family duties. Here are some examples: 

YOU MAY NOT ASK: Where someone was born. How old they are. If they’ve been arrested. If they have children. If they’re a citizen. If they have a disability. What is their native language. If they are married. If they’re a member of certain groups. What is their maiden name. To provide a photo of themself before hiring. What is their religion. 

YOU MAY ASK: If someone has been convicted of a criminal offense other than a minor traffic violation. If someone is able to work on a day of the week when that job must be performed. If someone is legally permitted to work in the United States. If someone can perform the essential tasks and duties of the position as explained. To describe prior academic/work experience that makes them qualified for a position. What languages someone speaks or writes fluently. If someone belongs to groups that may impact their ability to do this job. If someone has worked for the university under a different name or if we will need any additional information to check their work record.