If working moms are more productive, how can you ask the question about “family status” in an interview? Babies on the wall and all!
This article seems to fly in the face of asking questions related to family status. If working moms are more productive, how can HR practitioners ensure that entire recruitment process is still fair and equitable to all applicants?
As HR practitioners, we use the interview process to make sure that the ‘best’ candidate comes forward through each stage of the recruitment process. At the same time, we need to be wary of treading into preconceived ideas as to who is more effective as a worker especially when we start dealing with ‘typical’ labeling or stereotypes based on what is trending or current in dealing with workplace issues.
Supermoms may exist. So do Superdads. Does having children matter when we look to a commitment by the individual when they make a decision to join your particular workplace? Maybe we should be clear about what type of work environment the candidate is walking into so that they (the candidate) can decide whether or not the work that is required best suits their own lifestyle and work-life choices.
- Is it ever okay to ask the question regarding family status in an interview?
- How do we evaluate potential employee productivity during the recruitment process?
- What kinds of scheduling considerations should the HR practitioner put into place when dealing with employees who may have parental obligations?
- What kinds of workplaces would be best suited to providing a ‘child’ friendly work environment?
- Does having family friendly HR policies cause levels of discrimination?
- What are the policy considerations that the HR Practitioner should be developing?