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Ask Not….
Ask Not…
During a recent business development conference, a human resources speaker reminded us of the Mary Tyler Moore show and her character’s job interview with her soon-to-be boss, Lou Grant. As funny as the encounter was, it did bring to light an interesting point: what questions can we as business owners ask our perspective employees? Lou Grant asked Mary about her religion. She responded by reminding him that he wasn’t allowed to ask that… intimidated, she did finally answer.
Discrimination is an issue that we business owners and human resources directors must keep in the back of our minds. EEO (Equal Employment Opportunity) Laws were designed to protect potential employees. Employers, however, must protect themselves against the perception of discrimination. An employer might not hire a 52 year old man because he lacks computer experience. BUT if during the gentleman’s interview, the employer asks pointed questions regarding the man’s age and when he graduated from high school, college, etc., the perception of discrimination may become a huge issue.
The best way to avoid this problem when seeking additional personnel is to steer clear of interview questions related to age, religion (thanks Lou Grant), gender or children, race or ethnicity, or disability. Interviewers should focus on the candidate’s ability to meet the demands of the job and the candidate’s employment background, training and experience. “Friendly” interviews sometimes lead to a discussion of children and their extracurricular activities… and it’s fine if a candidate volunteers such information. But human resource directors must be careful to not to ask, “Will Johnny’s Little League schedule interview with our company’s meeting schedule?” If Mom isn’t hired, she may believ e her status as a mother is the reason why.
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