Comments on: My best management idea: Competing with the Big Guys for talent http://www.hrmorning.com/my-best-management-idea-competing-with-the-big-guys-for-talent/ Your daily dose of HR Wed, 17 Mar 2010 21:49:46 -0400 http://wordpress.org/?v=abc hourly 1 By: Stephanie http://www.hrmorning.com/my-best-management-idea-competing-with-the-big-guys-for-talent/comment-page-1/#comment-339 Stephanie Wed, 28 May 2008 19:06:57 +0000 http://www.hrmorning.com/?p=200#comment-339 I once had a HR manager tell me that it is best that candidates never reveal that they are single parents to an interviewer during the 'ice breaker' area of an interview. What seems like a harmless personal conversation may cause the hiring manager to conclude that the candidate will not be reliable due to potential sick leaves and absenteeism, and would most likely not be considered for positions beyond entry level. This HR manager also said that he's had countless hiring managers turn down great candidates because of what was said in personal conversations. She said the candidate and the interviewer should stick to the professional questions during the interviewing process. I once had a HR manager tell me that it is best that candidates never reveal that they are single parents to an interviewer during the ‘ice breaker’ area of an interview. What seems like a harmless personal conversation may cause the hiring manager to conclude that the candidate will not be reliable due to potential sick leaves and absenteeism, and would most likely not be considered for positions beyond entry level.

This HR manager also said that he’s had countless hiring managers turn down great candidates because of what was said in personal conversations. She said the candidate and the interviewer should stick to the professional questions during the interviewing process.

]]> By: Jerry http://www.hrmorning.com/my-best-management-idea-competing-with-the-big-guys-for-talent/comment-page-1/#comment-333 Jerry Wed, 28 May 2008 12:38:41 +0000 http://www.hrmorning.com/?p=200#comment-333 I think the idea is outstanding. More often than not, HR professionals get to wrapped up in worrying about what is going to cause a law suit. How many CEO's take the time to be part of the selection process of a new hire? Not many. If I were a potential employee for an organization and the CEO took the time to have an informal discussion with me, I would feel pretty good about that company. During any interview, there is potential for personal information to come out. It is how that information is gathered and if a question was asked purposely to obtain it that is cause for concern. The CEO should be coached by HR to ensure that he/she avoids potentially discriminatory questions. I like the involvement! I think the idea is outstanding. More often than not, HR professionals get to wrapped up in worrying about what is going to cause a law suit. How many CEO’s take the time to be part of the selection process of a new hire? Not many. If I were a potential employee for an organization and the CEO took the time to have an informal discussion with me, I would feel pretty good about that company.

During any interview, there is potential for personal information to come out. It is how that information is gathered and if a question was asked purposely to obtain it that is cause for concern. The CEO should be coached by HR to ensure that he/she avoids potentially discriminatory questions. I like the involvement!

]]> By: Deb http://www.hrmorning.com/my-best-management-idea-competing-with-the-big-guys-for-talent/comment-page-1/#comment-328 Deb Tue, 27 May 2008 18:43:48 +0000 http://www.hrmorning.com/?p=200#comment-328 Actually, I agree with Jennifer and Lora. I believe I've read on another HR site that discussing things even as seemingly harmless as sports can land you into discrimination trouble--not to mention what ever these conversations can lead to. And, it's especially risky in a small company that probably doesn't have the wide ranging HR expertise and support that a larger company has. I think you can let someone know you're intersted in them without resorting to informal "talks." I also think a lot of applicants would find this uncomfortable, anyway. Actually, I agree with Jennifer and Lora. I believe I’ve read on another HR site that discussing things even as seemingly harmless as sports can land you into discrimination trouble–not to mention what ever these conversations can lead to. And, it’s especially risky in a small company that probably doesn’t have the wide ranging HR expertise and support that a larger company has.

I think you can let someone know you’re intersted in them without resorting to informal “talks.” I also think a lot of applicants would find this uncomfortable, anyway.

]]> By: Jim Giuliano http://www.hrmorning.com/my-best-management-idea-competing-with-the-big-guys-for-talent/comment-page-1/#comment-327 Jim Giuliano Tue, 27 May 2008 17:53:42 +0000 http://www.hrmorning.com/?p=200#comment-327 I'll offer one defense of the idea, then leave it to everyone else to decide. There are plenty of nonwork-related, perfectly legal areas that are open to discussion. To name a few: What was your major in school? Did you play a sport? What are your hobbies? I think the author of the idea assumes that the person conducting the interview would know, with guidance from HR, which topics to avoid and to steer the conversation away from trouble topics the candidate might bring up (which could happen even if you only stuck to work-related questions). I liked the idea, and I guess it shows, because it illustrated that you don't have to stick with the stock questions or feel totally constrained when questioning a candidate. Jim Giuliano Managing Editor HR Morning I’ll offer one defense of the idea, then leave it to everyone else to decide.

There are plenty of nonwork-related, perfectly legal areas that are open to discussion. To name a few: What was your major in school? Did you play a sport? What are your hobbies?

I think the author of the idea assumes that the person conducting the interview would know, with guidance from HR, which topics to avoid and to steer the conversation away from trouble topics the candidate might bring up (which could happen even if you only stuck to work-related questions).

I liked the idea, and I guess it shows, because it illustrated that you don’t have to stick with the stock questions or feel totally constrained when questioning a candidate.

Jim Giuliano
Managing Editor
HR Morning

]]> By: Lora http://www.hrmorning.com/my-best-management-idea-competing-with-the-big-guys-for-talent/comment-page-1/#comment-322 Lora Tue, 27 May 2008 16:11:10 +0000 http://www.hrmorning.com/?p=200#comment-322 HR is always telling managers not to ask anything personal in a job interview. How can anyone suggest that you have a meeting to talk about only personal things? Not only would it open you up to lawsuits if you terminate them, but lawsuits if you don't hire them. I'm with Jennifer...it's much too risky! HR is always telling managers not to ask anything personal in a job interview. How can anyone suggest that you have a meeting to talk about only personal things? Not only would it open you up to lawsuits if you terminate them, but lawsuits if you don’t hire them. I’m with Jennifer…it’s much too risky!

]]> By: Jennifer http://www.hrmorning.com/my-best-management-idea-competing-with-the-big-guys-for-talent/comment-page-1/#comment-316 Jennifer Tue, 27 May 2008 14:43:31 +0000 http://www.hrmorning.com/?p=200#comment-316 I'm surprised with the suggestion to talk about anything but work. What an employee (or applicant) discloses in that conversation may become too personal. If anything ever happened that you needed to terminate the employee, they could use things discussed in those conversations as lawsuits for discrimination. It seems so risky. I’m surprised with the suggestion to talk about anything but work. What an employee (or applicant) discloses in that conversation may become too personal. If anything ever happened that you needed to terminate the employee, they could use things discussed in those conversations as lawsuits for discrimination. It seems so risky.

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