Every interview that happens in your company needs to have a purpose.
There is a specific purpose for the phone screen, which is positioning & quality of the individual.
The onsite interview’s purpose, does this person align with our company values and finally, the skills interview’s purpose is to determine if the person has the capacity to thrive in the role.
Too often the directive is given to “have a conversation to find out if you would like to work with this person”. And it is in this non-structured format that bias and discrimination fester because the interviewers don’t understand the interview’s purpose.
Guest Bio:
Robert Hudock founded Hudock Employment Law Group in 2015 to deliver tailored legal services to California companies that thrive in vibrant, creative work environments. His clients are often companies looking at new markets and competitive opportunities, that want to recruit the best talent available while avoiding distracting workplace issues or lawsuits.
Robert is also a competitive triathlete, which requires careful planning, attention to detail, and dedication. He uses those characteristics in his professional life for his client's benefit.
TODAY WE DISCUSS:
Challenge?
Why is this important to the company?
How do we solve the problem?
SUBJECT
ACCEPTABLE
UNACCEPTABLE
Age
Virtually nothing - but allowed when law requires it
National Origin
Inquiries re verification of legal right to work in US
Marital Status/Family
Virtually nothing
Religion
Statements re regular days, hours, or shifts of the position
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