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Recruiting & Staffing
Old School
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I started at a family owned company that is still run the old school way by the good ole boys. My main job is recruiting for hard to find skilled trade employees. Whenever I interview candidates, with
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Forums » Topic Forums » Recruiting & Staffing » Old School
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Old School
posted at 9/19/2007 10:26 AM EDT
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Posts: 1
First: 9/19/2007 Last: 9/19/2007 |
I started at a family owned company that is still run the old school way by the good ole boys. My main job is recruiting for hard to find skilled trade employees. Whenever I interview candidates, with the supervisor of the dept an sometimes the HR Manager, they always ask questions that are considered taboo in interviews in this day and age. I have told them over and over we cannot ask these questions, but they don't care. The reply I get is this is the way we have been doing it all these years so we will continue on. I see this as a lawsuit waiting to happen. What can I do to get these supervisors and the HR Manager to comply to today's laws? |
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Old School
posted at 9/19/2007 1:49 PM EDT
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Posts: 3870
First: 2/12/2002 Last: 11/2/2009 |
Does this company have an attorney on retainer? If so, you might want to have the attorney brief the managers on the liabilities associated with asking potentially discriminatory questions in interviews. Outside consultant opinions are always listened to more than an employees. |
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Old School
posted at 9/20/2007 7:18 AM EDT
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Posts: 410
First: 1/26/2006 Last: 11/15/2010 |
Hi:
Many state human rights agencies have publications that might be helpful in driving home the point that some pre-employment inquiries are unlawful. As an example, the California Department of Fair Employment and Housing publishes a fact sheet entitled "Employment Inquiries: What Can Employers Ask Applicants and Employees?". I trust this information is helpful. Dave Arnold, Ph.D., J.D. |
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Old School
posted at 10/11/2007 4:13 AM EDT
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First: 10/11/2007 Last: 10/11/2007 |
I appreciate the position in which you find yourself. I don't know the nature of your position in the company, but gather that you report to one of the managers you're attempting to correct. It's not a good idea to go after change when it is not in your job description (sometimes even when it is). Focus instead on areas where you can develop your skills and gain respect. Look into developing an interview form for your own use in interviews--there's an off chance that they will begin to ask for a question form for themselves. Finally, keep your resume polished and your eyes open. |
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Old School
posted at 10/11/2007 4:59 AM EDT
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Posts: 1
First: 10/11/2007 Last: 10/11/2007 |
Not knowing the type of questions they are asking one would guess they would be in violation of either EEOC or ADA. Your strongest tool would be to pull up case law and show them some of the awards that have been handed out. If that does not get their attention you might suggest they retain a good bankruptcy attorney.
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Old School
posted at 10/11/2007 5:34 AM EDT
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Posts: 3870
First: 2/12/2002 Last: 11/2/2009 |
Not so sure about being named in a lawsuit especially if you have a paper trail. If you follow Dave Arnold's excellent advice, find employer guidance from a state agency/federal agency on interview questions, and email it to your management team, you've got a record that shows you tried. A few more of these, perhaps court decisions with judgement amounts, and you at least have a defense (while their defense crumbles).
Getting out and moving on is still a good idea, though. |
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Old School
posted at 10/11/2007 6:28 AM EDT
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Posts: 1
First: 10/11/2007 Last: 10/11/2007 |
In my experience, people who ask prohibited questions often do so with the intent of using the information they obtain for prohibited purposes. In that light, the job applicants in this scenario are victims of a potentially egregious abuse of power. Have we all come to such a morally miserable point in time where the only choices that come to our minds in this context are essentially variations of "hold your nose" or "turn your back and walk away?"
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