Dear Shabz,
Please rememeber - this might have been one of your first few experienced in interview.
But for the recruiter - it a reaction to what must have happened in the past.
So that they are careful to hire people.
Campus recruitments - I assume you were a fresher at that point.
Your skills reqd for that job - should be trainable.
As far as freshers are concerned, I guess attitude and continuity will eb gaguged - apart from checking on basic knowledge on the subject being interviewed for.
But what do you think: Should the candidate be interviewed further on knowing that the chnaces of her staying for a longer time is very minimal?
From India, Madras
54Please rememeber - this might have been one of your first few experienced in interview.
But for the recruiter - it a reaction to what must have happened in the past.
So that they are careful to hire people.
Campus recruitments - I assume you were a fresher at that point.
Your skills reqd for that job - should be trainable.
As far as freshers are concerned, I guess attitude and continuity will eb gaguged - apart from checking on basic knowledge on the subject being interviewed for.
But what do you think: Should the candidate be interviewed further on knowing that the chnaces of her staying for a longer time is very minimal?
From India, Madras
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.
From India, Madras
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.
From India, Madras
Hi Gunjan,
I feel the reason behind asking family background details in the interview is to understand / judge the following:
Whenever the HR is selecting the candidate, they consider 2 major things. One is technical & communication skills and other one his Stability (long term association with the company)
By asking technical questions we can judge his technical knowledge. But to judge the stability we have to ask his family background. This question can be asked in first session or last session of the interview based on the position level.
When they are taking fresher or junior level people, family back ground also will effect his long term association with the company. Ex: like one has mentioned about shift basis scenario. We have to find out candidate is just bluffing that interested for night shift or his family background support him for the night shift. And of course his economic commitments etc too.
The other one is when they are taking mid / Top level mgt family back ground / commitment details will effect his long term association with the family Ex: like his economic commitments, location commitments etc.
From India, Mumbai
I feel the reason behind asking family background details in the interview is to understand / judge the following:
Whenever the HR is selecting the candidate, they consider 2 major things. One is technical & communication skills and other one his Stability (long term association with the company)
By asking technical questions we can judge his technical knowledge. But to judge the stability we have to ask his family background. This question can be asked in first session or last session of the interview based on the position level.
When they are taking fresher or junior level people, family back ground also will effect his long term association with the company. Ex: like one has mentioned about shift basis scenario. We have to find out candidate is just bluffing that interested for night shift or his family background support him for the night shift. And of course his economic commitments etc too.
The other one is when they are taking mid / Top level mgt family back ground / commitment details will effect his long term association with the family Ex: like his economic commitments, location commitments etc.
From India, Mumbai
Ravi..
I agree with you that it is a great reply by rp07... But it was such a great reply, why couldn't you post something which is as concise as what he said and not offend somebody by your posts... I believe this is a platform for all of us to discuss issues related to HR and not offend anyone...Also I don’t think you are actually in HR, because of which you don’t understand the reasons we need to ask these questions…
Be it arti or asha or any other member who has supported this question, nobody is actually saying that we would reject a candidate on the basis on his/her family background. It just gives us an idea about the upbringing of a candidate.
I myself in my previous organizations have recruited fresher’s who have come from not so privileged families, like father working as auto driver/best driver/tailor/ mom’s a housewife, and maybe this influenced me to recruit them. As I was told by one of my bosses “Always recruit someone who needs a job”….it’s difficult to go by this funda as well, as not everyone who needs a job will be the best candidate for the job. ..
And please also tell me which country has a law to file case against HR… I would never apply there :-D
From India, Mumbai
I agree with you that it is a great reply by rp07... But it was such a great reply, why couldn't you post something which is as concise as what he said and not offend somebody by your posts... I believe this is a platform for all of us to discuss issues related to HR and not offend anyone...Also I don’t think you are actually in HR, because of which you don’t understand the reasons we need to ask these questions…
Be it arti or asha or any other member who has supported this question, nobody is actually saying that we would reject a candidate on the basis on his/her family background. It just gives us an idea about the upbringing of a candidate.
I myself in my previous organizations have recruited fresher’s who have come from not so privileged families, like father working as auto driver/best driver/tailor/ mom’s a housewife, and maybe this influenced me to recruit them. As I was told by one of my bosses “Always recruit someone who needs a job”….it’s difficult to go by this funda as well, as not everyone who needs a job will be the best candidate for the job. ..
And please also tell me which country has a law to file case against HR… I would never apply there :-D
From India, Mumbai
Few Practical occasions:
1. There is one company who does not hire (in middle or Jr. level) such person who is the only earning member of his/ her family. Reason: Sometimes payments get delayed, the person may leave or create a rackus if salary is not disbursed on time.
2. In my previous company, I never hired a female candidate who is married within last 1 or 2 Yrs. Reason: She is approaching maternity, I have to arrange a replacement.
3. I also did not hire females, who had small kid or leaving with a traditional minded in-laws. Occasional late-sitting would be troublesome for her.
From China, Qinhuangdao
1. There is one company who does not hire (in middle or Jr. level) such person who is the only earning member of his/ her family. Reason: Sometimes payments get delayed, the person may leave or create a rackus if salary is not disbursed on time.
2. In my previous company, I never hired a female candidate who is married within last 1 or 2 Yrs. Reason: She is approaching maternity, I have to arrange a replacement.
3. I also did not hire females, who had small kid or leaving with a traditional minded in-laws. Occasional late-sitting would be troublesome for her.
From China, Qinhuangdao
Agreed with RSK......female got recently got married or have small kids does not mean they are not responsible or don't have right to get a chance to grow professionally.
i, myself have a son who is 11 months old. i took maternity leave and joined back office with 4 months........but that does not mean i don't have right to get promotion or if i look for change then i dont deserve a good position.
regards,
gunjan
From India, Rajkot
i, myself have a son who is 11 months old. i took maternity leave and joined back office with 4 months........but that does not mean i don't have right to get promotion or if i look for change then i dont deserve a good position.
regards,
gunjan
From India, Rajkot
Dear Gunjan,
The family background reflects the behaviour of the person eventhough he is well educated. A person from a very low background like Auto driver'son or servants daughter
may not be knowing how to behave with other. Might be they are well educates but behaviour and character is no where thought in any books.
Regards,
Shantha
From India, Bangalore
The family background reflects the behaviour of the person eventhough he is well educated. A person from a very low background like Auto driver'son or servants daughter
may not be knowing how to behave with other. Might be they are well educates but behaviour and character is no where thought in any books.
Regards,
Shantha
From India, Bangalore
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