Twelve basic caveats:
1. Matters related to a candidate's race, ethnicity, ancestry or national origin are not open for discussion except in a limited number of circumstances. Therefore, do not pose questions about them.
2. If necessary, you may ask whether candidates have legal permission to work in the U.S., or whether they are citizens or permanent residents of the U.S.
3. A candidate's religious preference is his or her private affair. Do not intrude.
4. Attempts at "in" jokes related to race, religion, sexual orientation, disability, sex, etc., must be avoided.
5. Candidates should not be questioned about child care arrangements, birth control practices, plans for family, etc. It must not be assumed that these issues are relevant to a woman's candidacy.
6. It is unwise to make assumptions or to seek information about a candidate's spouse or partner and employment unless the applicant indicates that this is a factor to be considered.
7. Marital status and living arrangements usually are not employment-related topics and should not be discussed.
8. Avoid discussing age. Do not assume that young and vital are synonymous, or that stability and good judgment are functions of age.
9. Do not express value judgments about University social life that could be expected to discourage unmarried or minority candidates. Provide factual information and leave the appraisals to the candidates.
10. Do not ask questions about the candidate's civil rights litigation with former employees.
11. Avoid introducing biases into the discussion as a means of testing a candidate's reactions. For example, do not say to a woman, "You would be the only woman in the office. Do you think you can handle the teasing?"
12. Comments about a candidate's physical appearance are inappropriate even when intended as compliments. It is best to avoid making such remarks at all. Dress codes, if they exist, should be mentioned to all candidates and, if they exist, should be nondiscrimanatory and uniformly applied.