The Professional Interview: Leaving Casual Discrimination in the Past
The property industry has evolved dramatically over the last decade.
PropTech has revolutionised how we list, AI helps with the admin and modern commission structures are changing how we earn.
Yet, behind the closed doors of the interview room, some estate agencies are still relying on outdated, "old-school" habits that are not just unprofessional: they are legally dangerous.
At Worth Recruiting, we prepare hundreds of candidates for interviews.
We also hear firsthand why top-tier talent suddenly withdraws their application after a first meeting. Often, it comes down to inappropriate questioning that reveals a culture of casual misogyny, ageism, or unconscious bias.
In 2026, candidates are interviewing you just as much as you are interviewing them.
Here is a candid look at the inappropriate questions still haunting the property industry, and how to assess candidates professionally.
The "Culture Fit" Trap and Casual Discrimination
In estate agency, a fast-paced, high-energy office environment is often highly valued.
However, hiring managers frequently confuse assessing "culture fit" with asking highly personal, discriminatory questions.
Often, these questions aren't asked with malicious intent.
They are framed as "banter," small talk, or a manager just trying to figure out if a candidate can handle the demands of Saturday viewings.
But under the Equality Act 2010, intent doesn't matter.
Here are the most common areas where casual discrimination slips into property interviews, and what you should be asking instead.
1. Casual Misogyny and Family Planning
The property industry is demanding, often requiring weekend work and evening viewings. However, female candidates are disproportionately asked how they manage this alongside their personal lives.
Inappropriate (Do Not Ask): "Are you planning on having children soon?"
"How will you manage childcare when you have to work a Saturday?"
"Our office is quite male-dominated with a lot of 'banter' - can you handle that?"
Why it’s harmful: It implies that women are a liability regarding working hours or that they must tolerate an unprofessional, exclusionary office culture.
Appropriate (What to Ask Instead): "The core hours for this role include working every other Saturday and occasional evening viewings. Are you able to commit to this schedule?"
2. Ageism in a "Young, Energetic" Industry
There is a pervasive myth in estate agency that to be a hungry, successful negotiator, you must be in your early twenties. This leads to rampant age discrimination against highly experienced, mature candidates.
Inappropriate (Do Not Ask): "We are a very young, energetic team. Do you think you'll fit in?"
"You have been in the industry a long time; do you think you’ll struggle taking directions from a Branch Manager who is younger than you?"
"How long do you plan on working before you retire?"
Why it’s harmful: It alienates experienced professionals who bring incredible local market knowledge, mature negotiation skills, and stability to a branch.
Appropriate (What to Ask Instead): "Our office is highly target-driven and moves at a fast pace. Can you give me an example of how you thrive in that kind of environment?"
"How do you adapt to new CRM systems and modern prop-tech tools?"
3. Racism and Unconscious Bias
While overt racism is rare, unconscious bias and microaggressions still occur, often under the guise of "getting to know" the candidate or making assumptions about their background.
Inappropriate (Do Not Ask): "Where are you really from?"
"Is your hair going to be styled like that for client meetings?" (Often directed at candidates with natural afro-textured hair).
"Will your religious holidays interfere with the end-of-month sales push?"
Why it’s harmful: It makes candidates feel "othered" and judged on their race, ethnicity, or religion rather than their ability to list and sell houses.
Appropriate (What to Ask Instead): Focus strictly on the job requirements. Assess their communication skills, their local property market knowledge, and their track record of winning instructions. If you need to know about time off, ask: "Are there any pre-booked holidays or dates you require off in the next six months?"
The True Cost of Inappropriate Questions
Asking inappropriate questions doesn't just put your agency at risk of an uncapped Employment Tribunal claim for discrimination. It actively damages your employer brand.
Top billers - regardless of their gender, age, or race - do not want to work for a company that feels stuck in the 1990s.
When a candidate experiences casual discrimination at an interview, they tell their network. In a tightly-knit local property market, word spreads fast, and you will quickly find yourself struggling to attract the best negotiators and managers.
The 2026 Interview Standard
A professional interview should be an objective assessment of a candidate's ability to do the job. Ask about their conversion rates, their strategy for winning market share, and how they handle difficult vendors.
If you stick to the skills, the experience, and the legal requirements of the role, you will build a diverse, high-performing branch that reflects the modern property market.
For further guidance, talk to the Property Recruitment Team at Worth Recruiting on 01372 238300 or by email: toptalent@worthrecruiting.me
