united-states software
What types of questions can I legally ask in a technical interview without violating Title VII
<p>The HR department at my company is concerned about what can and cannot be asked in a technical interview for a software position. We are being told that under Title VII we cannot do the following:</p>

<ol>
<li>Have candidates perform a simple coding exercise where they write some code to solve a general problem we provide</li>
<li>Ask technical questions on a phone screening (e.g. ask the candidate to explain what a particular technical term means or how that technology is used), without the questions being vetted by an IO psychologist and administered by a trained professional</li>
</ol>

<p>I have been a part of hundreds of interviews as both the interviewer and interviewee at many different companies. Technical questions and tasks have always been a part of the process. I have spoken with friends about technical interview questions they were asked when interviewing at Google, Apple, Microsoft, etc.. If these large companies are able to ask technical questions, I feel that our company must be mis-applying the law somehow.</p>

<p>Can we legally ask technical questions of candidates and/or ask them to complete a coding exercise? </p>

<p>Your HR department is wrong.</p>

<p><a href="http://www.eeoc.gov/laws/statutes/titlevii.cfm" rel="nofollow">Title VII</a> prohibits employment discrimination"because of such individual’s race, color, religion, sex, or national origin."</p>

<p>It is difficult to see how the questions and tasks you are considering could lead to this sort of discrimination.</p>

<p>I do not think asking them would break the law; it seems clear that it would break your company's policies. You are obliged to follow the policy even if it is misguided - "Into the valley of death rode the 600".</p>
