Dear All,
Greetings!
When a married woman is appearing for HR Interview, whether HR have to address or ask abt her Concieve or Pregnancy(If she is married)?????? rather than suffering after selection of that Female Candidate..
Give ur views.......
Rgds,
John N
From India, Madras
58Greetings!
When a married woman is appearing for HR Interview, whether HR have to address or ask abt her Concieve or Pregnancy(If she is married)?????? rather than suffering after selection of that Female Candidate..
Give ur views.......
Rgds,
John N
From India, Madras
Off course, we should ask but keeping in view of her feminity bcoz being as employer we will have to facilitate her and make alternate arrangement during here vacation for delivery.
From Pakistan, Karachi
From Pakistan, Karachi
Dear mrs509eb
Greetings!
Thanks for ur views.
But I cant take a candidate for her replacement and I cant keep somebody in bench for the sake of pregnancy.
If my view is wrong, please give ur suggestion.
Rgds,
John N
From India, Madras
Greetings!
Thanks for ur views.
But I cant take a candidate for her replacement and I cant keep somebody in bench for the sake of pregnancy.
If my view is wrong, please give ur suggestion.
Rgds,
John N
From India, Madras
Dear All,
No, asking a female about this question is no offense, rather we as HR shud ask this question to her very tactfully. "where do u see urself down the line say 1/2/5 years?" she will definitely give u answr based on her professional career. Accepting her ans., whatsoever, u may then again ask a counter question, '...and about personal/family front'? she might reveal her intensions then.
@ John,
I wonder y cant u replace any woman employee, for her maternity leave tenure. there are various options available:
-- u can hire a staff on temporary basis, many job consultants provide such facility.
-- u can also go for job enrichment, in which u can ask another employee(s) to take care of her work, till she comes.
Plz correct me if i m wrong..
Regards,
Parul
From India, Delhi
No, asking a female about this question is no offense, rather we as HR shud ask this question to her very tactfully. "where do u see urself down the line say 1/2/5 years?" she will definitely give u answr based on her professional career. Accepting her ans., whatsoever, u may then again ask a counter question, '...and about personal/family front'? she might reveal her intensions then.
@ John,
I wonder y cant u replace any woman employee, for her maternity leave tenure. there are various options available:
-- u can hire a staff on temporary basis, many job consultants provide such facility.
-- u can also go for job enrichment, in which u can ask another employee(s) to take care of her work, till she comes.
Plz correct me if i m wrong..
Regards,
Parul
From India, Delhi
Dear Cite members,
It is extremely disheartening to see your attitudes towards female candidates. Family planning queries are unethical and too personal a matter to ask during the interviews. Plus it is a clear case for the candidate to sue your company for discrimination. It suprises me and at the same time gives me an insight into the recruitment practices you follow.
Very disturbed,
Mukti
It is extremely disheartening to see your attitudes towards female candidates. Family planning queries are unethical and too personal a matter to ask during the interviews. Plus it is a clear case for the candidate to sue your company for discrimination. It suprises me and at the same time gives me an insight into the recruitment practices you follow.
Very disturbed,
Mukti
Dear All and Mukti
I dont think it is in which way UNethical to ask questions on family planning and pregnancy. A company runs for business and profits and not to employ people to go on leave within a month/couple of months of joining. It applies to all, WOMEN and MEN.
MEN can't expect to join a co. and then proceed on Marriage Leave for a month, within a month/2 months of joining!!
Ofcourse, the situation is different if a lady employee has been in the organisation for sometime (atleast a yr) that she gets pregnant.
But then, if a lady does not divulge she is pregnant during an interview, is selected, joins and then applies for Maternity Leave in a months'/couple of months time, it is a SURE SHOT case of UNethical and UNprofessional charachter of the lady and NOT the co.
Same with MEN, they need to declare their marriage plans.
Cheers
K
From India, Madras
I dont think it is in which way UNethical to ask questions on family planning and pregnancy. A company runs for business and profits and not to employ people to go on leave within a month/couple of months of joining. It applies to all, WOMEN and MEN.
MEN can't expect to join a co. and then proceed on Marriage Leave for a month, within a month/2 months of joining!!
Ofcourse, the situation is different if a lady employee has been in the organisation for sometime (atleast a yr) that she gets pregnant.
But then, if a lady does not divulge she is pregnant during an interview, is selected, joins and then applies for Maternity Leave in a months'/couple of months time, it is a SURE SHOT case of UNethical and UNprofessional charachter of the lady and NOT the co.
Same with MEN, they need to declare their marriage plans.
Cheers
K
From India, Madras
Dear Mukti,
I absolutely agree with Kmallick.
I believe that u are only considering the humane side of HR. Not to forget, that HR has to maintain that perfect balance b/w the employees and the management. You are not being UNETHICAL while asking anybody's future plans. While doing this our intension is not to divuldge ourselves in anybody's personal life, but we have to ensure our company's operations running smooth as well.
I hope u might agree.
Regards,
Parul
From India, Delhi
I absolutely agree with Kmallick.
I believe that u are only considering the humane side of HR. Not to forget, that HR has to maintain that perfect balance b/w the employees and the management. You are not being UNETHICAL while asking anybody's future plans. While doing this our intension is not to divuldge ourselves in anybody's personal life, but we have to ensure our company's operations running smooth as well.
I hope u might agree.
Regards,
Parul
From India, Delhi
Dear John,
We can think like this before induction but what about the female staffs who are already on payrol? So I alway think to facilitate my employees. But in case of inducting new female staff, first think if she is necessary for you organization then you will have to accomodate her else you can have different choices. However, we should look on both sides of the mirror. Thanks and regards,
From Pakistan, Karachi
We can think like this before induction but what about the female staffs who are already on payrol? So I alway think to facilitate my employees. But in case of inducting new female staff, first think if she is necessary for you organization then you will have to accomodate her else you can have different choices. However, we should look on both sides of the mirror. Thanks and regards,
From Pakistan, Karachi
In this age and era where women are exceling in all fields, and where organisations talk (and most of them follow) of being equal opportunity employers, raising such a question is like going back to the stone age when women were home makers and men the bread winners.
Today when every field provides an equal opportunity for both the genders, we should look at what contribution the lady employees will make towards the success of the company, what skills she brings along to add value to the projects etc. rather than mulling over whether she will get pregant or not and what to do when she goes on maternity.
All companies have their set policies and there is a maternity leave benefit incorporated into it, hence if a lady employee goes on maternity at a later date, I am sure the manager of the project that she would be working on at that time, will forsee this and make adequate arrangements to ensure that the project and/or work does not suffer.
Do understand, these are sensitive issues and taking an insensitive approach might lead to future consequences for us as well as the organisations that we work.
From India, Pune
Today when every field provides an equal opportunity for both the genders, we should look at what contribution the lady employees will make towards the success of the company, what skills she brings along to add value to the projects etc. rather than mulling over whether she will get pregant or not and what to do when she goes on maternity.
All companies have their set policies and there is a maternity leave benefit incorporated into it, hence if a lady employee goes on maternity at a later date, I am sure the manager of the project that she would be working on at that time, will forsee this and make adequate arrangements to ensure that the project and/or work does not suffer.
Do understand, these are sensitive issues and taking an insensitive approach might lead to future consequences for us as well as the organisations that we work.
From India, Pune
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