Preparing the Right Questions to Ask Future Employees
Do you have any idea about how a simple job interview question can lead to serious employment discrimination issues? In most cases, employees have in-house legal counsel to help them prepare questions that extract all necessary details without being discriminatory in nature.
It is better to take help from experts when you are considering questions to place before prospective candidates. Here are a few examples.
It is unlawful to ask whether he/she is a US national (discrimination based on nation origin). Instead, ask whether he/she has legal authorization to work in the US.
It is unlawful to enquire about his/her age (age discrimination). However, you may enquire about whether he/she is over the age of 18 years and his/her long-term career objectives.
It is unlawful to ask whether he/she has any disabilities (disability discrimination). Instead, focus on enquiring about whether he/she would be capable of performing the necessary tasks related to the job.
There are numerous points to consider when you are preparing job interview questions to assess your future employees. You could get help from a legal practitioner. Otherwise, you can also opt for a hiring guide that could help you in this regard. Choose a good one to avoid any legal hassles later.
Utilizing a handbook in a modern workplace
An employee handbook is one of the most essential items in a modern day office. It provides the basis on which an employee-employer relationship is built. It prevents misunderstandings in terms of rules and regulations of the company where he works. A standard and consistent policy is an asset for the Human Resource department for any big company.
A handbook where all the rules and regulations are present also clarifies an employer’s expectation from employees. It creates a platform where common interest of an employee and an employer meets. It is important from the perspective of employer to have a policy handbook for employees.
A handbook is applicable for any company with a moderate to high number of employees. A medical facility too can have a Hospital Employee Handbook. Along with advantages come some minor disadvantages. There is need for review to accommodate changes in new law, amendments, etc. Reviewing a handbook can be a very complicated affair.
There are third party organizations who are ready to review your company policy. In this way much of your workload related to employee policy formulation is reduced. One needs to look at the net for your solution. You can find a similar service provider.