During the interview process, you need to take the following into consideration so ensure compliance with EEO law: 

Do not ask an applicant: 
  • Race, national origin, religion, or age
  • Marital and family status—including childcare problems
  • Contraceptive practices
  • Plans to have children
  • Height or weight (unless the information is job­ related)
  • Friends or relatives working for The University (preference for friends or relatives of present employees could restrict opportunities for women or minorities)
  • Arrest records (since minorities are subject to a higher proportion of arrests that non minorities)
  • The applicant's credit rating or other financial data
  • Home ownership
  • Type of military discharge
do not base your decision on:
  • Race or color
  • Religion (unless it's a bona fide occupational qualification for the job)
  • National origin (unless it's a bona fide occupational qualification for the job)
  • Sex (unless it's a bona fide occupational qualification for the job—which, according to the EEOC, is practically never)
  • Arrest records
  • Garnishment records
  • Credit rating
  • Negative report by previous employer (unless applicant has opportunity to rebut)
  • Marital status
  • Children in household
  • Pregnancy
  • Unwed motherhood
  • Height or weight (unless it's a bona fide occupational qualification for the job)
do this:
  • Evaluate the applicant as an individual.
  • Eliminate any stereotyped ideas based on the applicant's race, religion, national origin, sex, age, or handicap. (Example: Thinking that women have a much higher turnover rate than men—it isn't true.)
  • Review specified job requirements and eliminate those that are not really needed to do the job—including unnecessary educational requirements, physical requirements, experience requirements, and skill requirements