The interview question “tell me about yourself” is common in job interviews. As an interviewee, you would reasonably expect this question to relate to your professional background, work experience, and suitability for the role. However, when employers use this question to uncover personal information, it can be inappropriate and problematic.

While it may seem like a friendly way to get to know a candidate, a job interview is not the right time or place to explore someone’s personal life. Below are key reasons why employers should avoid asking personal questions during job interviews.

1. Personal Interview Questions Can Create Discomfort

Candidates attend interviews to secure employment—not to discuss their personal lives. Many people value their privacy, and unexpected personal questions can cause discomfort or confusion. Even when asked with good intentions, such questions may lead candidates to wonder why the information is being requested, potentially creating distrust and anxiety during the interview process.

2. Personal Questions Increase the Risk of Bias in Hiring

Asking personal questions can introduce conscious or unconscious bias into recruitment decisions. Interviewers may feel more positively toward candidates who share similar interests, values, or lifestyles.

For example, discovering that a candidate supports a rival sports team or holds different personal beliefs could unfairly influence hiring decisions—despite having no relevance to job performance.

3. Sensitivity Around Personal Topics in Interviews

There are many sensitive reasons why candidates may not wish to discuss their personal circumstances. Questions about marital status, children, or family plans can be emotionally charged and intrusive.

For instance, asking if someone has children when they are unable to, or asking about relationship status when they are unhappy with their situation, can leave a negative impression and discourage talented candidates from wanting to work for your organisation.

4. Personal Life Is Irrelevant to Job Performance

A candidate’s personal life has no bearing on their ability to perform a job. Job interviews should focus solely on:

• Skills and qualifications
  
  
• Relevant experience
  
  
• Competency and cultural fit (in a professional sense)
  
  

What someone does outside of work is irrelevant and should not factor into hiring decisions.

5. Risk of Discrimination Claims in Job Interviews

Employers can expose themselves to legal and discrimination risks by asking personal questions during interviews. Topics such as:

• Marital status
  
  
• Children or pregnancy
  
  
• Religion
  
  
• Age or family background
  
  

may be protected under employment and equality laws. If a candidate feels these questions influenced a hiring decision, employers could face serious legal consequences.

A key question would be: Why was this personal information needed in the first place?

6. Maintaining Professionalism in the Interview Process

A job interview should remain a professional conversation. Crossing the boundary into personal matters can appear unprofessional and inappropriate. Employers will have opportunities to get to know employees once they are hired—not during the interview stage.

Final Thoughts: Best Interview Practices for Employers

To ensure fair, inclusive, and effective hiring:

• Focus on job-related questions
  
  
• Avoid personal or intrusive topics
  
  
• Create a comfortable, professional interview environment
  
  

By doing so, employers not only protect themselves legally but also improve the candidate experience and attract top talent.

At Inspired CVs, we offer professional interview workshops designed to help managers conduct effective, structured interviews while ensuring candidates feel comfortable and engaged throughout the interview process. Our interview training helps organisations get the most value from every interview. Contact Inspired CVs today to learn more about our interview workshops.