- June 9, 2025
- Jessica Harling
When you’re interviewing a potential new team member—whether it’s an installer, design consultant, or showroom coordinator—your focus should be on whether they can handle the job, not how their personal life aligns with it. It’s tempting to want to “get a feel” for someone, especially when you’re trusting them to go into clients’ homes, represent your brand, or manage a high-touch project. But certain questions can lead you straight into hot water—think legal headaches, compliance violations, and awkward territory that blurs professional boundaries before you’ve even extended an offer.
Here’s the good news: you can get the info you need without stepping on legal landmines. Below are common “don’t go there” questions and the better, legally sound ways to get the answers you’re after.
Personal Info Pitfalls
Don’t ask:
- How old are you?
- Are you married?
- Do you have kids or plan to?
Why not? These can lead to claims of age or family status discrimination—and don’t actually tell you anything useful about whether someone can confidently install motorized shades or manage a demanding project calendar.
Ask this instead:
- Are you available to work the hours this role requires?
- This role sometimes includes in-home consultations during evenings or weekends—would you be comfortable with that?
- Can you reliably commute to client homes or our showroom?
Citizenship & National Origin
Don’t ask:
- Are you a U.S. citizen?
- Where were you born?
- What’s your first language?
Instead, try:
- Are you legally authorized to work in the U.S.?
- Will you need sponsorship, now or in the future?
Religious Beliefs
Don’t ask:
- What holidays do you observe?
- Do you go to church?
- Are you available Sundays?
Try this instead:
- The role may include weekend appointments—can you meet that schedule?
Health & Disability
Don’t ask:
- Do you have any medical conditions?
- Have you ever been on disability?
- How many sick days did you take last year?
Better option:
- Are you able to perform the essential functions of the job, with or without reasonable accommodation?
Whether someone’s lifting heavy window treatment hardware or sitting for long design consultations, this keeps you focused on capability, not conditions.
Job History
Don’t ask:
- Have you ever been fired?
Instead, say:
- I noticed you transitioned from [Company A] to [Company B]—what prompted the change?
- When you left your last role, what were you looking for in your next opportunity?
- How did things wrap up in your previous position?
Criminal History
Don’t ask:
- Have you ever been arrested?
- Have you done time?
In many states, these questions are illegal.
Instead:
- This role involves entering clients’ homes and handling sensitive information. Are you comfortable completing a background check?
Financial Status
Don’t ask:
- Do you own your home?
- What’s your credit score?
- Have you filed for bankruptcy?
Unless you’re hiring someone to manage large budgets or accounts, these questions likely don’t serve your goal—and they’re invasive.
Instead, ask yourself: What am I actually trying to find out? Then reframe your question accordingly.
Military Status
Don’t ask:
- What type of discharge did you receive?
- Did you see combat?
Instead, ask:
- What skills or experience from your military service do you see as relevant to this role?
Final Thoughts
Hiring for a window treatment business—whether it’s installers, operations leads, or customer service stars—means trusting people with your brand, your team, and your clients. It’s personal work, but the interview process needs to stay professional and compliant.
When in doubt, ask yourself:
“Does this question help me understand if they can do the job?”
If not, don’t ask it.
Keep your focus on skills, availability, and cultural fit—and you’ll be setting up your next hire (and your business) for long-term success, with no legal drama in sight.
Looking to sharpen your interview process?
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Whether you need a full strategy or a few quick tips, we’ve got you covered.
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