The following information should never be asked during an interview or the hiring process.

• The applicant’s age and the applicant’s birth date (even though a birth certificate or baptismal certificate can be used as evidence of citizenship).
  Once a person is hired, the birth date may be legally required for insurance policy reasons.
  

• The applicant’s religion.
  
  
• The applicant’s birth place, nationality, native country or language, or those of relatives or close associates.
  
  
• How or where the applicant learned the languages he/she speaks writes, or understands.

• The applicant’s sex or marital status.
  
  
• Whether the applicant has children or other dependents.
  
  
• The applicant’s sexual preference.
  
  
• Whether the applicant is handicapped or has had a specific disease.
  Interviewers may ask whether a candidate for a job has any impairments or diseases that would interfere with his/her ability to do any part of the job for which he/she is applying.
  
  
• The applicant’s photo.
  (However, once a person is hired, photo identification is required for compliance with the Immigration Control and Reform Act of 1986.)
  
  
• Tests not legally related to the job requirement. Any test given must be clearly related to job requirements and must be professionally validated as predicting successful performance for the job in question. A typing test is such an allowable test.