5 Interview Questions you don’t have to answer (and what you can say instead)

? 1. Your graduation year / date:

?? Unless it’s your first job or very early on in your career, your interviewer shouldn’t be asking you this simply because it is illegal to do so (in many countries and states). The reason it is inappropriate, if not illegal, is because it can lead to age-related bias in hiring decisions which most companies want to avoid.

?? If asked this (by an inexperienced interviewer) and if you are more than 5 years out of college, simply say “I’d prefer not to answer that.” ?

Recruiters sometimes like to ask this to assess “batch parity.” IMHO, in an age when CEOs are in their 20s, referencing somebody’s year of graduation instead of professional achievements at mid-senior levels isn’t appropriate and for older candidates, can even lead to potential discrimination-related allegations.

? 2. Your grades / marks / GPA:

?? Again, if you are more than 5 years out of college, this isn’t relevant.

?? Instead, say – “If you like, I can focus on my learnings at University and thereafter and how those apply to this role and company.”

? 3. Personal questions (especially to women, LGBTQIA) – e.g. whether you are married, single vs. partnered, have kids or are planning to have kids:

While some interviewers will volunteer similar information about themselves and ask candidates personal questions as a way of breaking the ice / establishing rapport; whether you want to take the cue and offer details about your marital / relationship status, sexuality and family, is entirely up to you.

?? Why you don't have to answer this:

a) It isn't required – these questions are illegal in many countries and states as they can be seen as discriminatory (e.g. leading to assumptions or unconscious bias about commitment to the job if you are a woman and have / are planning to have kids)

b) Even when well intentioned, these questions can cause discomfort to the interviewee if the interviewee’s own family situation is not normative (e.g. unmarried, divorced, partnered but not married, LGBTQIA etc.)

?? Ideally interviewers shouldn’t get into the personal realm, but if they do, and you aren’t comfortable; direct them back to your professional accomplishments and commitment to the job. ?

? 4. Why you left your last job or variations thereof (career breaks, sabbaticals, reasons for job changes)

By all means, it is fair game for hiring managers and recruiters to probe into this (and they should) as it can reflect insights into how candidates make career decisions. It does become tedious however when EVERYONE in a 6-7 member panel chooses to focus on this instead of looking forward. ?

?? Looking backwards instead of forward and spending precious interview time on aspects that have already been addressed with the Hiring Manager / screening recruiter – isn’t constructive. Instead, interview time well spent is when the focus is on what you learnt and what value you can add NOW to the role you’re interviewing for.

?? If the interviewer digresses, emphasise your learnings and accomplishments (even failures) and how those qualify you for the role you are interviewing for. If you’ve learnt new skills, taken courses or trained on advanced technologies during your career break, which can help your potential employer, direct your interviewer towards that.

Although, as a hiring manager, I also find it perfectly reasonable if a candidate chooses to take a break for personal reasons or to pursue individual goals (e.g. travel, doing something creative).

Bottomline: If you are confident and have conviction in your own reasons for job changes or career breaks – the other party shouldn’t have an issue with it. And if they do, and really can’t get over it, especially in today’s new reality, just move on - perhaps you dodged a bullet!

I remember Sourabh's answer when we hired him at Flipkart. He was consulting part time for a startup after his career break and simply said – “I had to move to Delhi from Mumbai. I had personal reasons.” And “You got to do what you got to do. ????♂?" Short and Simple. No unnecessary over-sharing.

? 5. Your last drawn compensation

Some recruiters will ask this to assess whether you are within the specified “budget” range. You have everything to lose and nothing to gain by answering this question ANYWHERE in the process.

Instead, you can probably just put the question back to the recruiter and ask them what range they are working with.

If you are a mid-senior candidate, please don’t share what you made last (unless you believe it was well above market and can help in negotiations). For a variety of reasons, good companies are increasingly choosing not to ask this question as they recognise that pay disparities exist within gender and minority groups.

?? By stating your last drawn salary, you are limiting the amount you could be offered. For instance, a colleague who joined Google was offered a 300% raise (this is not the norm) but imagine what if s/he had stated her last-drawn salary and expectations upfront?

?? If the recruiter is really persistent, a possible response could be: “I look forward to responding to your offer. I’m sure a company such as yours will come back with something that is fair for somebody with my skills in this level / role.”

This puts the onus on the company to come back with something that you (their chosen candidate) might accept “quickly” AND also leaves enough room for you to negotiate if they come back with a low-ball offer.

Remember, recruiters and hiring managers are also trying to “hire well” and “hire fast.” Once a great company has found a good match after going through hoops, it is unlikely that they’ll pass on you (their first choice) only because of compensation.

Aim high and let them be the ones to put the first number on the table!

Keep reiterating the value you’ll bring to the position they’re interviewing you for, and what that’s worth. If you absolutely must, discuss your expected salary, never your current or past.?

Have you been asked any of these questions in interviews and how have you responded??        

?What else would you add to this list of questions candidates shouldn’t answer?

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