Executive recruitment requires sensitivity, discretion and professionalism at the highest level. Beyond identifying the right talent, we must ensure that the entire process is conducted fairly, lawfully and free of bias. In Israel, the Equal Employment Opportunities Law is a cornerstone, requiring employers to evaluate candidates solely on the basis of their professional qualifications.

This article will help you understand which questions are strictly prohibited during a job interview, and how — despite that — you can professionally and lawfully assess a candidate's fit for the role, including the relevant updates for 2025–2026.

What the law requires: what must you not ask in a job interview in Israel?

The Israeli Equal Employment Opportunities Law (1988) prohibits discrimination in hiring on the basis of a long list of personal characteristics that are not relevant to the qualifications for the role. This prohibition applies across every stage of recruitment — from publishing the role to making the decision.

Personal and family status

  • "Are you married? Are you in a relationship?"
  • "Do you have children? How many? Are you planning to have children?"
  • "Who will look after the children while you're at work?"
  • "Does your partner work?"

Pregnancy and fertility

  • "Are you pregnant? Are you planning to become pregnant soon?"
  • "Are you undergoing fertility treatments?"

Age

  • "How old are you?" (unless there is a legal or essential requirement for the role).
  • Indirect questions such as: "When did you finish high school?" (which allow age to be inferred).

Place of residence and geographic distance

  • "Where do you live?" — if the question is intended to enable discrimination and not to verify ability to commute.
  • It is prohibited to discriminate against a candidate based on distance if their ability to commute is reasonable.

Military / national service

  • "Did you serve in the military? Where?" (unless directly relevant to a security role).
  • It is prohibited to ask about exemption from service.

Nationality, origin, religion, race, party affiliation or worldview

  • Any question relating to ethnic, religious, political or gender identity that is not related to the role.

Physical or mental limitations

  • "Do you have any medical limitations?" — only where there is a direct and material impact on performing the role.

Sexual orientation

  • Questions relating to sexual orientation or gender identity.

Important to remember: The purpose of the law is to prevent discrimination and to allow every person to be evaluated on the basis of their professional qualifications alone.

Beyond the words: how do you assess fit without forbidden questions?

The mission is to identify the best candidate while complying with the law. That requires a paradigm shift — focusing on the essence of the role and the required skills.

1. Focusing on job-relatedness

Instead of asking about family status:

  • "This role requires availability during X–Y hours and overseas travel at a rate of Z%. Is there anything that might make it hard for you to meet those requirements?"
  • "How would you describe your ability to consistently hit demanding targets?"

Instead of asking about place of residence:

  • "Our office is in [city]. Do you see any challenges in getting to the office on a daily basis?"

2. Behavioral questions

  • "Describe a situation where you had to manage a complex project under time pressure. How did you act?"
  • "Give an example of a situation that required significant schedule flexibility to meet a critical goal."
  • "How do you prioritize tasks when juggling multiple urgent items?"

3. Motivation and long-term goals

  • "What are your career goals for the next five years, and how does this role fit into them?"
  • "What are the criteria that matter to you in choosing a place of employment?"

4. Information shared voluntarily

If a candidate voluntarily discloses, for example, a pregnancy, continue the interview as usual, focus on the qualifications and ensure that the final decision is based solely on her capabilities and professional fit.

5. Reference checks

References can provide insight into work ethic, reliability, ability to meet deadlines and commitment — without touching on personal subjects.

The business benefits of diverse and fair hiring

  • Access to a wider talent pool: Removing discriminatory barriers opens the door to a wider range of talented candidates.
  • Improved innovation and performance: Diverse teams are more creative and solve problems better.
  • Stronger brand and reputation: Companies associated with fairness are perceived as more attractive employers.
  • Reduced legal and reputational risk: Compliance prevents costly lawsuits and reputational damage.

WorkNet is committed to professional, discreet and fair recruitment processes. We provide the technological and methodological solutions that ensure an objective, efficient and law-compliant process.