If a candidate brings up an issue that you would not have asked or are prohibited by law from asking, please tread lightly as you proceed with the conversation. Only go into as much detail as the candidate asks and generally refrain from anything more. Do not prod any further into the subject area. Let the candidate direct the conversation.

For example, if a candidate asks about "reasonable accommodations," this should trigger that there may be a possible disability issue. However, do not ask the candidate if she or he has a disability. Also, if the candidate asks about race, religion, or age, please tread lightly. Only go into as much detail as the candidate wants to go. If you get into a sticky situation with a candidate, attempt to treat the candidate in the same professional manner as every other candidate. Also, you may want to consult a local attorney or your state’s labor department for potential questions that you might not know how to deal with.

Next, we’ll go over why employers should stay away from promises they cannot keep.