Hey buddy I really appreciate your thoughts.
Pls see the answers below: (Sequenced in the way to respond to your queries that I have boldened)
a) I do ask the questions around marriage becos: I need to know if the person has plans of continuing in the job for a longer time, or if the decision is purely based on circumstances.
- might happen that I may not get the exact answers - but should I ignore asking this question just because 50% of the time people hide the facts that they are planning to move on?
b) Oh yes - we do ask an unmarried guy - not abt marriage. But abt his idea in moving to a metro city (I am from coimbatore).
80% of the time we have had answers from bachelors saying that they want to move out to a metro city.
Depending upon the need - and the position, we sometimes even offer the position at a metro city (Blore / chennai) if we have an opportunity there.
Its more of a need -and skills match
c) I dont assume out of 10 people all 10 would be divorced.
Anyways - talking abt facts - yes, if she is divorced, after joining us - we will still continue treating her the same way she is. If she plans to move - we have no option but let her do what she wants.
But honey - lets not deviate - we were talking abt hiring success. The chances of a hire continuing for a longer time. If there are visible points that chances are less - then we have to chose "not to hire"
d) Yes - I never deny this
e) Nope - I am talking abt facts. I never mentioned that this is the ultimate question that I would ask to decide whether I should recommed for hire or not. I interview, I put these facts across: Attitude, skills, continuity possibility and everythign to the Hiring Manager - depends on how soon they need the person, and how much they are willing to sacrifice - if its not a successful hire :-)
f) Nope - I would never call it "not fair"
My current position (with this employer) when asked abt the marriage part - I have clearly mentioned my chances of leaving the org in the next 18 months. I have also told them not to expect me to stay beyond a "specific" period.
They agreed. Because - they needed this position filled immediately, and they were happy with the skills I gained from my previous career (that was what they are looking at - setting systems). Had I been a fresher, I doubt whether I would have had this offer in hand. So - I dont disapprove the questions put across to Shabz - being a fresher!
Now - how much this would relate to my job is the question. Isnt one's continuity related to the job? It is.
And again - coming back to your opinion on family backgroud: Pls note that this will not serve as a decision whether to hire or not. I hope no one else gets more emotional over this.
rp07: I really did not take any offence from your post. :-) But the teram Sexist - made me think if I have to do something abt communicating the message with a self-help dictionary to understand what I have meant or "**" stating - read once again before you get emotional!
Babe - a sexist is one who considers a gender inferior to other. I dont do that - its a matter of theight person on the job - for a "longer tenure".
We have also had instances of a Guy who told us he can stay with us only for 6 months, as he is planning to get married and move to the US. We analyzed the situation - gave him a contract for 6 months, and put a fresher under him to be trained - he agreed to this. (He was having a strong skill that could be passed on to others thru training)
Case 2: We had an accountant who told us he can stay only for a year - as he will have to go on a long travel after that and will be back only after 6 months. We had to ignore his application - because, we cant keep frequently changing accountants nor let a junior person take over after being trained (the situation we were facing did not let us think of any other option)
So it all depends upon the need if the hour.