Handling Sensitive Questions

FebruarySquall

Please don't jump on me with this question. I'm hiring for a position that requires the successful candidate to go above and beyond the call of duty. I honestly believe that this position needs to be filled by somebody who is young and without strings attached, and that won't be leaving at half four to collect children. I'm looking for somebody who is flexible and adaptive to the evolving requirements of a business. For example, the position will often require socializing after work with clients, etc.

Just wondering, without asking directly, how would you tease these issues out in an interview? I want to be respectful and legal, but I also want somebody who has a bit of fire in their belly rather than a bun in the oven.

Thanks for any advice

FishOnABike

Include clear information in the job description that the position(s) will require flexible working hours including meeting / dining / socializing with clients after business hours on a regular basis.

As it is part of the employees role, include the out of business hours time spent meeting / dining / socialising in their working hours and pay the appropriate overtime rates or offer time off in lieu.

If the after business hours socialising is regular make sure you stay within the working time regulations with regard to average hours worked and rest periods. If it is likely to conflict with the regulations hire two people. Pay very well to compensate for the flexibility needed on the role(s) and the imposition this places on an employee's private life.

_Brian

FebruarySquall wrote: »

Please don't jump on me with this question. I'm hiring for a position that requires the successful candidate to go above and beyond the call of duty. I honestly believe that this position needs to be filled by somebody who is young and without strings attached, and that won't be leaving at half four to collect children. I'm looking for somebody who is flexible and adaptive to the evolving requirements of a business. For example, the position will often require socializing after work with clients, etc.

Just wondering, without asking directly, how would you tease these issues out in an interview? I want to be respectful and legal, but I also want somebody who has a bit of fire in their belly rather than a bun in the oven.

Thanks for any advice

You want to be “respectful and legal”, yet you want to discriminate based on age and family status.

Thread very carefully, the fact that your asking makes me thing your not experienced enough to be handling hiring like this.

In the interview you can’t really ask probing questions, or anything that might be construed as trying to gather information on family status etc, if a candidate offers it up is one thing, but trying to extract it required substantial experience.

Wanderer2010

_Brian wrote: »

You want to be “respectful and legal”, yet you want to discriminate based on age and family status.

Thread very carefully, the fact that your asking makes me thing your not experienced enough to be handling hiring like this.

In the interview you can’t really ask probing questions, or anything that might be construed as trying to gather information on family status etc, if a candidate offers it up is one thing, but trying to extract it required substantial experience.

That was a patronising summation. The OP clearly stated they don't want to cross any lines but still needs the role filled by someone who wont be off collecting or having children, whats wrong with that? I can see where they are coming from. This is the snowflake age where you cant open your mouth without someone jumping on you claiming discrimination.

So if you think they aren't experienced enough to hire, tell me then, how would you get around this issue without insulting or berating anyone in the same position?

whoopsadaisy

FebruarySquall wrote: »

Please don't jump on me with this question. I'm hiring for a position that requires the successful candidate to go above and beyond the call of duty. I honestly believe that this position needs to be filled by somebody who is young and without strings attached, and that won't be leaving at half four to collect children. I'm looking for somebody who is flexible and adaptive to the evolving requirements of a business. For example, the position will often require socializing after work with clients, etc.

Just wondering, without asking directly, how would you tease these issues out in an interview? I want to be respectful and legal, but I also want somebody who has a bit of fire in their belly rather than a bun in the oven.

Thanks for any advice

Make sure that you are stating the BIB in the job spec if you're advertising online. Some websites allow you to add questions at the end of the application - such as, are you able to be flexible with regards working hours, and attend events outside of 9-5 from time to time? If the candidate applying answers No, then you know it's not worth going further

You could also headhunt the type of person you're looking for on LinkedIn etc - if you are looking for graduates for example then it's a perfect time of year for recruiting

faceman

Call it what you want OP but you are already setting yourself up for failure by discriminating your potential candidates. If you think someone who doesn’t have kids is a job requirement then you should educate yourself on not only the law but what skills and competencies are necessary to fill the role you’re hiring for.

Thread should really be closed given the OP is seeking information to get around the law.

faceman

faceman wrote: »

Call it what you want OP but you are already setting yourself up for failure by discriminating your potential candidates. If you think someone who doesn’t have kids is a job requirement then you should educate yourself on not only the law but what skills and competencies are necessary to fill the role you’re hiring for.

Thread should really be closed given the OP is seeking information to get around the law.

I hate to break it to you, but employers discriminate all the time, they have an idea of what they are looking for and will hire that person when they find him/her. What the op is asking is how to advertise/interview to find that person, without falling foul of the employer legislation. Naive perhaps, but at least the op has the good sense to ask here before putting the ad up.

Op, Facebook pages of applicants is worth looking at if they have one, they will often indicate what you are looking for. Outgoing, sporty, marital status, kids etc.

Timberrrrrrrr

faceman wrote: »

Call it what you want OP but you are already setting yourself up for failure by discriminating your potential candidates. If you think someone who doesn’t have kids is a job requirement then you should educate yourself on not only the law but what skills and competencies are necessary to fill the role you’re hiring for.

Thread should really be closed given the OP is seeking information to get around the law.

OP is looking for the right person for the position, that's not discrimination that's protecting the business interests.

Nody

Mod:
OP you're trying to skirt so many things in the Employment Equality Act it's not even funny; as this is not a place for legal advice and you appear to want to tap dance on a minefield it's strongly advised you discuss it with a solicitor instead beyond the advice already given.