Job interviews are a two-way street. While their primary purpose is to assess your skills and experience, the questions asked (and the way they're framed) can reveal a lot about company culture, values, and approach to fairness and inclusivity.
In 2025, job seekers are more discerning than ever. Recognising red flags during the interview process can save you from entering a workplace that doesn’t align with your goals or values. Employers should prevent recruitment discrimination but this isn’t always the case as some will use certain questions that may not only be irrelevant but could also hint at discriminatory practices.
To help you approach your next interview with clarity and confidence, here’s a guide to the kinds of questions or topics that should raise concerns.
Recognising Red Flag Interview Questions:
1. NATIONALITY OR IMMIGRATION STATUS
Legitimate: Employers are required to verify your right to work in the country.
🚩 : Questions like “Where are you from originally?” or “Is English your first language?”
Why this matters: These questions can indicate unconscious bias or a lack of understanding about equality laws. A company only needs to ensure you have the right to work and the required language skills, not probe into your background unnecessarily.
Tip: If asked, politely steer the conversation back to your qualifications:
"I’m eligible to work in the UK and am confident in my ability to meet the role’s communication requirements."
2. QUESTIONS ABOUT MARITAL OR FAMILY STATUS
Legitimate: “Do you have any commitments that might affect your ability to travel for this role?”
🚩 : Questions like “Do you plan to have children?” or “Are you married?”
Why this matters: These personal questions could indicate gender or family-related bias. Your private life shouldn’t factor into your suitability for the role.
Tip: If this comes up, you can redirect:
"I can fully meet the requirements of the role, including travel or overtime, if needed."
3. QUESTIONS ABOUT AGE
Legitimate: Confirming you meet any age-restricted legal requirements (e.g., selling alcohol).
🚩 : Asking “How old are you?” or “When did you graduate?”
Why this matters: Age discrimination can cut both ways, potentially disadvantaging younger and older candidates alike. Your experience and ability should take precedence over your birth year.
4. PROBING INTO ABSENCE OR HEALTH RECORDS
Legitimate: “Do you need any adjustments to perform your duties?”
🚩 : Questions like “How many sick days did you take in your last job?” or “Do you have any health problems?”
Why this matters: Asking about past absences or health can violate equality laws and may suggest the company isn’t inclusive. Reasonable adjustments for disabilities should only be discussed post-offer.
5. LIFESTYLE AND PERSONAL CHOICES
Legitimate: None, unless directly tied to the role.
🚩 : “Do you smoke?” or “What’s your alcohol consumption like?”
Why this matters: Lifestyle questions are not only invasive but can indicate a workplace culture that judges employees on personal choices rather than professional performance.
6. CRIMINAL RECORD PROBES (BEYOND WHAT IS NECESSARY)
Legitimate: For roles requiring security or DBS checks (e.g., working with children).
🚩 : Asking about spent convictions or broadly inquiring into your past criminal record without explanation.
Why this matters: Employers should only ask about criminal history if it directly impacts the role’s responsibilities. A blanket approach could indicate discriminatory practices.
7. POLITICAL, RELIGIOUS, OR SOCIAL AFFILIATIONS
Legitimate: None, unless directly related to the role.
🚩 : Questions like “What political party do you support?” or “Are you part of any activist groups?”
Why this matters: Your affiliations or beliefs should never be a factor in your hiring. Such questions can also hint at biases within the organisation.
8. EXCESSIVE FOCUS ON AVAILABILITY
Legitimate: “Are you able to work the stated hours?”
🚩 : Asking about weekend availability repeatedly or hinting at long unpaid overtime.
Why this matters: These questions may indicate unrealistic expectations or poor work-life balance at the company.
9. OFFBEAT OR IRRELEVANT QUESTIONS
Legitimate: Creative problem-solving or role-relevant tasks.
🚩 : Odd questions with no clear purpose, e.g., “If you were an animal, what would you be?”
Why this matters: While these can sometimes assess creativity, irrelevant or excessive "brain teasers" can waste time and make the interview process feel unfocused.
How to Respond to Red Flag Questions
Stay calm and professional. Most questions come from ignorance, not malice.
Redirect the conversation to your skills and qualifications.
Take matters into your own hands with these smart job interview questions to ask.
Note repeated problematic patterns—this might not be the right workplace for you.
CONCLUSION
Job seekers have every right to expect a fair and professional interview process. If you encounter questionable questions or behaviours, consider whether the role aligns with your values and needs. An interview is a two-way street, it’s not just about proving you’re right for the company, but also ensuring the company is right for you.
For a more detailed breakdown on interview preparation, be sure to check out: