Candidate for a job offer: authorized recruitment methods

Verified 20 February 2026 - Public Service / (Prime Minister)

What information can an employer ask a job applicant for during the job interview? The employer must adhere to certain recruitment methods and techniques. We present the regulations to you.

The information requested from the candidate should be used only for assess their ability to fill the proposed job or its professional skills.

This information may be requested in writing (hiring questionnaire) as orally (job interview).

They must have a direct and necessary link with the proposed job or with the assessment of his/her abilities.

Thus, the employer must not ask questions about the individual situation of the candidate regarding his health, family situation, membership of a union, his sex life, his housing, his leisure time.

The employer may ask the candidate, for example, whether he or she has a driver's license when the position requires it.

The candidate must respond in good faith to these requests for information.

Warning  

The candidate recruited on the basis of false information he would have given may be dismissed for simple fault (or even serious misconduct, if this information was decisive in his recruitment).

The employer is free to retain the candidate of his choice.

However, it is forbidden to refuse to recruit a candidate for discriminatory reasons, i.e. justified by one of the following criteria:

  • Origin
  • Sex
  • Family status
  • Pregnancy
  • Physical appearance
  • Particular vulnerability related to the economic situation
  • Name
  • Place of residence
  • State of health
  • Loss of autonomy
  • Disability
  • Genetic characteristics
  • Morals
  • Sexual orientation
  • Gender Identity
  • Age
  • Political opinions
  • Trade union activities
  • Quality of whistleblower
  • Quality of facilitator of whistleblower or a person in connection with a whistleblower
  • Spoken language (ability to express oneself in a language other than French)
  • Ethnicity
  • Nation
  • Presumed breed
  • Religion 

Please note

Any candidate rejected on these discriminatory grounds may refer the matter to the labor court to claim damages and interest for the damage suffered.

During the recruitment procedure, the employer does not have complete freedom in the use of the recruitment methods and techniques used.

These methods and techniques for assisting in the recruitment or evaluation of candidates (test, questionnaire, etc.) must be relevant in the light of the objective pursued.

The use of astrology, graphology or numerology is prohibited, unless there are relevant justifications.

Reminder

The candidate is protected during the recruitment process, particularly in terms of respect for his privacy.

The recruitment methods and techniques used must be brought to the attention of the candidate and the social and economic committee (CSE) if there is one in the company.

FYI  

The results obtained must remain confidential. They shall be communicated to the candidate, if he so requests.

FAQ