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| Path: Main Street : Management Resources : Manitoba Interview Guidelines |
| Manitoba: Interviewing Questions Guideline
Disclaimer: CharityVillage Ltd. has taken precautions to ensure that this information is, to the best of our knowledge, accurate. However, CharityVillage Ltd. accepts no liability for any loss or damage, consequential or otherwise, incurred in the reliance on the information provided. CharityVillage Ltd. accepts no responsibility for the accuracy, currency or completeness of the information, and expressly excludes any warranties in relation to its fitness for purpose. Readers are advised to retain competent legal counsel. | |||
| Subject | Acceptable Questions Hiring Practices |
Questions to be Avoided |
Acceptable After Hiring |
| Name | Previous name under which applicant has been educated or employed | Inquiry into previous name for purposes other than education or employment, e.g., maiden name. | |
| Address | Present address and length of residence in the province or country, Previous address in Canada. | Inquiry into foreign addresses which may indicate national origin. | |
| Age | May ascertain if applicant is under the age of majority, or if the applicant is 16 years or under in accordance with The Employment Standards Act. | May inquire about age for purposes of employee benefit plans, income tax deductions, etc. ment? | Request birth certificate or baptismal record or any other information regarding age. Is applicant over the age of retire |
| Sex | For purposes of addressing the applicant, an inquiry as to whether the applicant is 'Mr., Miss, Mrs., Ms.' will be acceptable, provided it is clearly designated as 'optional'. | Request to indicate gender on the application form. Different application forms for males and females, e.g., filed separately, color-coded, computer coded, coded in any way. | |
| Marital Status | For purposes of addressing the applicant, an inquiry as to whether the applicant is 'Mr., Miss, Mrs, Ms.' will be acceptable, provided it is clearly designated as 'optional'. 'Are you willing and able to travel or be transferred to other areas of the province or country?' | Is applicant single, married, remarried, engaged, divorced, separated, widowed, living common law? Inquiries about applicant's spouse, e.g., 'Is spouse subject to transfer?' | |
| Family Status | 'Are you willing and able to travel or be transferred to other areas of the province or country?' | Number of children or dependents. Child care arrangements. Is applicant pregnant, on birth control or does person have future child-bearing plans? | |
| Birthplace
Nationality Ethnic or National Origin |
Any inquiry as to birthplace. Applicant's nationality, or nationality of parents, grandparents, relatives, or spouse. Any other inquiry as to ethnic or national origin, e.g., birth certificate, mother tongue. | ||
| Citizenship | 'Are you legally entitled to work in Canada?' | Questions about citizenship which would tend to divulge applicant's nationality, ethnic or national origin. | |
| Military Service |
Prior Canadian military service. | Inquiry into all military service. Languages | Languages applicant speaks, reads or writes |
| Race or Color |
Any inquiry which would indicate race, color, or complexion, including color of eyes, hair or skin. | ||
| Photographs | Request photograph. | May be required for identification purposes. | |
| Religion | Willingness to work shifts or required work schedule. | Willingness or availability to work on a specific religious holiday. Any inquiry that may reveal religious denomination, affiliation or preference. Church attended, religious holidays, customs observed or religious dress. Request reference or recommendation from pastor, priest, minister, rabbi or other religious leader. | May inquire about religion to determine when leave of absence might be required for religious observances. |
| Political Belief |
Any inquiry as to political belief, affiliation or preference. | ||
| Education | Academic, professional, vocational or technical schools attended, nature and level of education received. | Any inquiry pertaining to the dates of graduation from elementary or high schools. | |
| Previous Experience |
Previous work experience. | Requiring 'Canadian experience' is considered to be discriminatory on the grounds of racial or ethnic origin. | |
| Physical or Mental Handicap |
Has applicant any physical handicaps or health problems affecting the job(s) applied for? Physical handicaps or health problems that applicant wishes to be taken into consideration when determining job placement. Note: While an inquiry into any physical handicaps or health problems affecting employment generally will not be considered unlawful, the alternatives suggested above are preferable. This is to discourage applicants from volunteering information on handicaps which may not be relevant to the jobs applied for and could possibly be used to discriminate. | Request that applicant list all physical handicaps or health problems. (This might reveal handicaps or health conditions which are not necessarily relevant to job performance.) | |
| Medical Information |
A medical form or examination by a physician may request information otherwise prohibited that may be relevant in determining physical fitness for the job, e.g., sex, age, marital status, family status, etc. Statements by employer that offer of employment may be contingent on passing a physical examination. | It is unlawful for the employer to make prohibited inquiries in the context of soliciting medical information on an application form or during an interview. Any medical or health inquiry by an employer which may reveal applicant's sex, marital status, family status or other prohibited grounds, e.g., number of pregnancies, date(s) of delivery, method of birth control, nature of menstrual periods, number of dependents, etc. | |
| Organizations | Inquiry into membership in any organization. However, the applicant is not required to list any clubs or organizations that indicate race, religion, color, sex, age, marital status, physical handicap, ethnic or national origin, political belief or family status. | Request that applicant list all clubs or organizations where membership is held. | |
| Relatives | Inquiry into name and address of person to be notified in case of emergency | Name and address of next of kin and his or her relationship, to be notified in case of emergency. (This could reveal marital status or family status.) Does applicant have any relatives employed by the employer? | |
| References | Request from reference information pertinent to job performance, e.g., work experience, ability, character. Who referred applicant for a particular position? | Any inquiry from a reference which would reveal applicant's race, religion, color, sex, age, marital status, physical handicap, ethnic or national origin, political belief or family status. | |
| Miscellaneous | Notice to applicant that the withholding or falsification of any information or material facts relevant to the position will be cause for rejection or dismissal. Request applicant to consent to a personal investigation. | ||
| Source: Used by permission of the Manitoba Human Rights Commission | |||
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