Questions about salary and practical issues to help your career

These questions help the employer to determine whether they can accommodate your needs and requirements and ensure that you will be able to physically carry out the role.

What salary range do you imagine would be appropriate for this job?

Prior to the interview, you should research the typical salary range for similar roles in the industry and use this as your answer. If you are simply asked to name a salary, it is still appropriate to quote a range as a starting point. Should the interviewer then ask whether you would place yourself near the top or bottom of this range, think carefully about your experience and skill level.

Do not undersell yourself, as the interviewer may wonder whether you are low in self-confidence or ignorant of industry norms.Do you have your own car?

Some roles may require you to own a vehicle and possess a driving licence. Assuming that you have read the job description beforehand, answering this question should be a simple matter of confirming that you meet this requirement. Sometimes, an interviewer may ask this question not because you need a vehicle to carry out the job, but because they want to gauge whether you need to rely on public transport.

If you are living and working in a big city, this may not come up in the interview because most people use public transport. However, if you are applying for a position in a small town or rural setting, this may be a deciding factor in whether they make you an offer.

If you cannot drive, prepare an answer that will reassure the interviewer as to your reliability.

For example

You could state that you have an excellent track record of reliability and attendance in your current role, or explain precisely how you intend to make the journey to work every day.

This job entails carrying heavy loads/learning to drive a specialised vehicle/manipulating heavy machinery – are you able to do this?

It is illegal to ask someone’s disability status during an interview, but an interviewer can ask questions that determine whether you are physically able to do the job. Always give an honest answer.

Can you work overtime/irregular hours?

Give an honest answer. If you can only work overtime on an occasional basis, say so.

When are you available to take up this post?

Be ready to specify your notice period if you are already in employment. If you are not currently in work, give them your earliest possible start date.

How to respond to inappropriate questions

Although the law is clear when it comes to what an employer may and may not ask during an interview, you should still be prepared for inappropriate questions. Employers are not allowed to discriminate against applicants on grounds of age, transgender status, sex, marital status, pregnancy status, sexual orientation, religion, race, disability status, trade union membership, nationality, or ethnic origin.

If a job has “occupational requirements”, an interviewer is allowed to ask questions that would otherwise be illegal.

For example

If an organisation were to recruit for a position in a women’s healthcare centre for Muslim women, it would be acceptable to discriminate against candidates on grounds of sex.

It is acceptable to ask candidates whether they are over the age of 18 and whether they have the right to work in the UK. This is because someone’s age and immigration status have a direct bearing on their suitability to work and on their employer’s responsibilities under the law.

If an interviewer asks you an inappropriate question, you should first ask them why the question has any relevance to the job. Sometimes, an interviewer uses an inappropriate question because they cannot think of another way to elicit the information they really need.

For example

If they ask you whether you have young children, what they might actually want to know is whether you are available to travel at short notice or work overtime with no advance warning. In this example, you could say, “Why do you need to know whether I have children?” and then provide them with information about your availability if necessary. At no point are you under any legal obligation to share this kind of information with a current or prospective employer.

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