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Sure makes sense. But if you read the posts, esp. Bunny's you will clearly see why I would be reluctant to tell you anything personal knowing that you may secretly discriminate against me based on what I said. There was a segment on 60 minutes recently about how dirty HR really is. A former HR manager, now whistleblower said she would walk Women back to their car to see if they had a car seat in it and that was a black mark because they would be out more often with kid issues or if she could glean they were starting to show their pregnancy they were done. I just can't believe how gullable some are on this forum.
Perhaps there is a difference in the types and levels of positions that people are discussing, and what would be appropriate for those types of interviews. From my perspective for the positions that I am filling, if someone approached the interview with as defensive an attitude as you describe, I think it would show through and almost certainly result in me passing on that candidate.
I interview many candidates for my company. I start most interviews with a simple question: "Help me get to know you as person and not just a resume. Tell me a little about yourself, but don't refer to anything that I've already read on your resume." I am often shocked at how ill prepared some people are to talk about themselves - that should be a subject every candidate knows a lot about. But I often get candidates who ask me back "what would you like to know?" or who practically freeze at the notion of describing something about themselves. I'm not looking for any type of answer, I just want to (a) legitimately learn something about this person, (b) gauge their personality a bit, and (c) see how relaxed and self-confident they are. If, as a candidate, your are so stiff and nervous that you can barely introduce yourself in an informal way, you'll lose my interest quickly.
So I begin to tell you some hobbies, such as hiking or rock climbing. Wow, this guy is an liability. He might go on vacation, get hurt, and then be unable to work. Maybe I begin by telling HR about my love of travel. Oh, this guy needs too much time off, and won't be a good little slave.
I guess I should just say I like knitting and reading. Or, in my free time I like reading [insert industry specific journals].
Bottom line is applicants do not trust HR, and do not want to disclose any personal information, as it is unknown how it will be used. You may not use the information in that way, but another person will.
Odd things is, I've never had "HR" involved in any interview process I've been involved in.
We can play semantics all day long, but we both know why you ask those questions.
1. You have some level of interest in getting to know the candidate.
2. You want to know as much dirt about me as possible to figure out if I am going to raise your group insurance rates, will need more time off if I have kids, and will I fit into your clique.
It is really a game and some us have honed our skills better than others.
We can play semantics all day long, but we both know why you ask those questions.
I ask those questions because you are going to work directly for me as part of my team. How you fit with the team matters as much as your skills and experience.
I'm sorry your hiring experiences have been so negative and have generated this defensiveness within you. Sadly, from my perspective, clamming up in response to any questions about who you are is an almost guaranteed way not to get the job.
I ask those questions because you are going to work directly for me as part of my team. How you fit with the team matters as much as your skills and experience.
I'm sorry your hiring experiences have been so negative and have generated this defensiveness within you. Sadly, from my perspective, clamming up in response to any questions about who you are is an almost guaranteed way not to get the job.
Some people lose sight of the fact that they are supposed to sell their character along with their experience and skills at a interview.
If the applicant feels he/she was not hired because of volunteering that statement and it does not require work on Sunday the EEOC would still be looking into it. I'm not saying they will win a law suit, but it is still an issue you would have to deal with.
Actually, no the EEOC would NOT look into it. Read up a little on those laws...the information is protected ONLY if it is sought by the company. If the information is volunteered, the EEOC will tell the person doing the complaining to have a nice day.
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