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For people involved with recruiting be aware that a lot of the questions he describes as using may well be illegal depending on your jurisdiction. In most of E
by ig1 16y ago
For people involved with recruiting be aware that a lot of the questions he describes as using may well be illegal depending on your jurisdiction.
In most of Europe asking questions about where someone grew up or family connections to the locality can be considered as discriminatory (against married people, against people who grew up in the "wrong" neighbourhoodm etc.)
- tzs 16y agoI don't see why an employer would need to ask those kind of questions in the first place. Can't they just check the candidate's Facebook page, Twitter profile, blog, etc.? Enough people have that kind of information out there on the net nowadays that I'd expect the company to be able to find it for most candidates.
- stevenbedrick 16y agoI wonder- is it the asking itself that's illegal, or is the ban on asking simply a convenient and easy to enforce proxy for the real legal issue (using a job candidate's personal situation or background in a discriminatory fashion)? If it's the asking that's issue, then, sure, Facebook/Twitter/whatever is fair game (although I'd be curious to learn what a judge would say on the matter). If it's the discrimination itself, however, then I'd expect the same rules (i.e., don't touch it with a ten-foot pole) to apply. Personally, if I were doing hiring, I'd go out of my way to remain as ignorant as possible of any candidate's personal status, simply as a "covering my ass" tactic. That would (of course) include avoiding the standard verboten interview questions, but I would take it a step further and actively avoid looking them up on Facebook or whatever. If I avoid ever learning whether or not they have kids, I can't be accused of not hiring them on account of of their family obligations.