A few weeks ago Aspire Cambridge had a phone call from a client who had just finished an interview with our candidate, absolutely loved her and wanted to offer her the job for whenever our candidate was ready to start. This was a brilliant call from the client and we couldn’t wait to tell the candidate.
However we were met with a less than impressed reaction for the candidate and on digging a little further we found out why she was not jumping for joy to work for this client and why they were actually choosing to decline the offer of a job with this company.
Our female candidate was asked what she would do if she had a strict deadline to meet, her child had fallen ill at school and she needed to collect him. She was also asked about her childcare arrangements while she was at work and if there was childcare in place if she needed to work late or start early.
The most interesting part perhaps is that our candidate does not have children. Because she is in her mid thirties, the client presumed she was a mother and therefore asked these personal and intrusive questions that were highly inappropriate and off-putting for our candidate.
While these questions may seem perfectly reasonable to you, you are not legally allowed to discriminate against someone on their family situation, it is not legal to ask questions of this sort because if the client feels they did not get the job because of their answers to these questions they are within their rights to complain.
You need to make sure that you are very clear in your job description or at time of interview that the candidate clearly understands your expectations, deadlines and hours of work, if longer hours are expected at certain times of the year then this must be made clear to the candidate.
This means you are giving your candidate all the information they need about the role within your company and they can decide if they can commit to this role or not and if they can arrange childcare to suit their working hours.
Very few people will take on a role that they cannot commit to and know they can’t do – don’t try and oversell the position, but instead explain the full job role including ‘warts and all’ then they can’t say they ‘didn’t know’.
Be careful about the questions you ask in interview as you could put off those candidates that would be incredible employees for your business, or get yourself in some serious trouble legally.
Headquartered in Cambridge with regional presence in Kettering and Milton Keynes, Aspire Cambridge provide cost effective Recruitment and HR solutions to an impressive portfolio of customers spanning the UK and Europe. Working with a diverse collection of industries from start-ups to blue chip companies covering a vast range of sectors. Aspire Cambridge has an unrivalled knowledge of the jobs marketplace so it’s no wonder that they hold an impressive track record of exceeding client and candidate expectations.
How do they do it? By “Placing People First”.
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