Finding the right employees is really scary and tough. I’ve worked with many small businesses as a consultant and more of them as an employee. One of the things I’ve been able to do is understand the relationship, fears, concerns, ideas and thoughts from both sides of the coin which allows me to be an effective consultant. Employers want to be protected. Employees depending upon the position being filled are able to see, hear and gather sensitive information about the company specifically financial information, vendors that the employer uses, banking information and more. The initial impression of a company can be tainted hearing certain sensitive information, not to mention that once an employee hears something he or she can and will discuss the company’s business not realizing that doing so places their job in jeopardy.
Employees are just as vulnerable but in a different way. Accepting a position with a smaller company gives one access to information, some information you want, other information you may prefer to not know! Hearing sensitive information can make one skeptical about the company and its ability to be their livelihood.
Bringing the two parties together isn’t easy and most employers are better at doing the business that makes them money than Human Resources and recruiting. That fear will make employers do desperate things, ask the wrong questions to prevent turnovers which are costly to the company in terms of dollars as well as reputation.
Here are 5 questions as an employer you shouldn’t ask and employees you shouldn’t answer.
1) HOW OLD ARE YOU? Most employers know better and will not ask the question directly but will subtly allude to age by asking questions like “when did you graduate from high school?” The Age Discrimination Employment Act of 1967 protects workers over the age of 40. Employers want quality but worry about age in this new world of technology and just how well older people can compete. There are a multiplicity of ways that you can check skills without breaking the law. Skills testing in the area of employment will help you as the employer evaluate just how productive the potential employee can be in the office. As an Employee, advert the question, by saying something witty like “old enough to work for your company and young enough to get the job done.”
2) DO YOU HAVE KIDS AND ARE YOU PLANNING TO? A huge NO NO! Of course, the Employer is concerned about giving an employee time off for maternity leave. The other assumption is that a person with children will want time off and is not able to keep regular hours. Although this question is illegal, a recent study shows that over 75% of women (of course) interviewed are asked this question. As an employer, it sends the wrong message. It’s negative. Automatically, you’re thinking about what or how their life affects YOUR business. Now while your business is the reason for the opportunity, it’s not a person’s whole life. Employees spend more time at work than home but to ask this question is intrusive, rude and yes illegal. As an employer, the worse thing you can do is to not plan for an employee to have time off. EVERYONE needs a break. Always allow for PTO. Not doing so is unrealistic pressure. Whether a person has children or not, their hours of working is the same hours during which any personal business that they must conduct would take place. Making an employee feel like his or her personal things don’t count is not a good feeling and an employee who feels worthless will not be a good employee for you and your company. Also, PSA, EMPLOYERS, PARENTS ARE GREAT AT MULTI-TASKING, you cannot be a good one without it. They tend to prioritize better, respond instead of react and are accustomed to making decisions quickly and under pressure. These facts tend to work against the misconceptions employers have about hiring parents or potential parents. EMPLOYEES OR POTENTIAL EMPLOYEES, never answer this question. Just say something like, “that’s not an issue” (no explanation, no yes or no).
3) ARE YOU MARRIED? Sometimes used as way to get to know you but at worse case, potential employees this question can be used to discriminate against your sexual orientation. Employers, these line of questions leave you vulnerable to potential lawsuits. Again the idea for employers is to determine one’s commitment to the job, but never answer this question. It’s illegal and unnecessary.
4) WHAT COUNTRY ARE YOUR PARENTS FROM? Irrelevant and again very inappropriate. Fear is most likely the source of this question and this line of questioning can be very uncomfortable for both the interviewer and the interviewed. In short, this serves no purpose at all.
5) WHAT WAS YOUR SALARY AT YOUR LAST JOB? In some states, this question isn’t legal. Even if it is legal in your state, potential employees you gain nothing by answering that question. Also, while it may not be illegal for them to ask, it is against the law for the potential employer to verify your answer. As an Employer and Employee, educate yourself on salaries for positions according to experience. Employers complain about quality employees and then refuse to pay employees what they are worth but always want the most for the least! NO! That’s a poor method of hiring and/or retaining quality employees that can build your business and take it to the next level.
Potential employees, instead of answering that question, ask the employer “what is the budget for this position?” Follow up question, “what is the level of expectation for this position?” Follow up question, “what is the system for reviews and raises?” Too often employees are degraded for focusing on salary but the employers do the same. Many gain a sense of just how low they can pay and yet demand the greatest work from. Again, this mindset works against ‘turnovers.’
Employers, Small Business Owners, should employ the assistance of professionals for their recruiting process. It ensures that the company and its’ interests are protected and when done effectively, it allows for an excellent work environment for the employees as well.
Human Resources is by far one of the greatest resources for any business. Fear of the unknown will prevent a company from growing to its full potential. Outsource these services to professional companies. Elite Expert Business Solutions is but one of those.
Evolutionary Expressions by Kim 