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Interviews: How to Tell What The Values Of The Company Are

This gleaned from an HR publication: “The interviewing process is rife with opportunities for problems. For example, it’s important to avoid certain subjects, such as conversations about the applicant’s spouse or children. Some brief “small talk” at the beginning of an interview about the applicant’s child playing in the local soccer league may seem harmless, but it can quickly turn into evidence that you didn’t hire the applicant because you were worried she would need to leave work early because of her child’s extracurricular activities. “

(BTW, for the same reason using Facebook to research a candidate is legally dangerous.)

“Another danger spot is interview notes. Remember that any notes you take during the interview could become evidence at trial if the applicant files a lawsuit over your decision not to hire. Therefore, you must be cautious about the types of notes you take and how they relate to the applicant. That’s not to say that you shouldn’t take notes. It simply means you should make notes with the understanding that they could appear in letters six inches high in front of a jury.” http://hrdailyadvisor.blr.com/archive/2011//15/HR_Policies_Procedures_Discrimination_Smoking_Gun.aspx?source=HAD&effort=114

Note that the emphasis hear is fear and defensiveness. If you are looking for a job that matches your values you may wish to avoid this company… unfortunately this is the received wisdom” in HR—which is where I got this information! As I mentioned previously, if your interviewer seems preoccupied with their agenda… beware!  Sorry to be so alarmist but this IS the gestalt of Human Resources.

Look for a company that is NOT afraid. A company that is afraid of who will sue them next is NOT lookg for the real values of their “human capital. They are looking  for tier hid oarts– and probably because they have somethig to look out for.

You can do better.

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