Editor's Note: I think Ken's comment should be of interest to many of you. Thanks.
Ken, VP HR has left a new comment on our post "13 Illegal Interview Questions:Do You Know What To Do":
I think a couple of folks hit the mark on this. These questions are examples of what should not be asked. It is illegal to make employment decisions based on these factors, but once the question is asked it is extremely difficult to say that it was not a factor in the decision. If it really wasn't a factor, then why ask?
I think there is a lot of misunderstanding about what can and cannot be asked. Yes, race, veteran status and disability information can be asked at the time of the application, but it cannot be connected to the application and must be kept separate. This is for government reporting purposes if they ask to see your candidate pool.
They can ask for information after you are offered the position and if the postion requires security clearance or background checks then the offer is contingent upon passing that screening and failing the screening would nullify the offer. It still is wrong to ask prior to making a job offer.
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some of the questions a illegal mainly because most of them are already stated in the CV.....so maybe is gentle ti call them "inappropriate", but better "stupid".....because show to the candidate that the recruiter don't give a dam to your efforts applying or joining employer's team...
ReplyDeleteif you have a such a question, better for you to suit them and ask for compensations...
I was going to apply for a job through a temp agency but on the application they wanted my birthdate, and medical history just to name a few. I didn't think it was legal to ask these on the application because it gives them a chance to discriminate before they talk to you. Temp agencys need to abide by the laws as well as regular employers don't they
ReplyDelete