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Dear JT & Dale: Is there a place or reference to give us common things that HR or companies do/ask that are illegal? For example, “Tell me about yourself” is often used to find out your religion and other personal information that often makes certain people biased. “Where are you from?” it is often used to reveal one’s ethnic background and possible political and religious beliefs. “Let’s talk about this in person” is something HR uses after you’ve been hired, and they don’t want paper trails used in a lawsuit. (I heard this from a labor lawyer.) — Robert
JT: I’m worried you might be overdoing it. You almost feel like you go into every job interview waiting for the moment to “catch” the interviewer doing something illegal. Please know that often the questions they ask are genuinely well-intentioned and innocent. Not everyone is inclined to discriminate and I would encourage you to give people the benefit of the doubt. In my 20+ years of experience doing this, I can tell you that you will know the people who really discriminate by the repeated illegal things they do.
DALE: You might think that I, an old white guy, in all my years in and around government, would have heard many conversations involving discrimination, possibly even discussions of “how do we get out?” Nope, none. Rather, I have participated in countless discussions about how to increase diversity in hiring. Of course, there are those who would say that I am blind to unconscious discrimination, and that may be true. In the meantime, I am sure of this: many companies are run by fools and fools. So while you should be completely optimistic while assuming the best in interviews, be sure to also do your research – online and through networks – to get the real story of how the company treats employees.
JT.: My advice for the interviews themselves: Focus on your answers. Be clear about what you are willing to share. If someone is going to discriminate against you, you can’t control them. The only thing you can control is what you say on the date. Finally, focus on choosing employers whose values and beliefs really resonate with you. Finding a company that speaks to your core will help you land in the right environment.
Dear JT & Dale: A recruiter contacted me about a position and I am currently in the interview process. I need to send the recruiter an additional note. Is it also appropriate to express interest in continuing to work with her for other opportunities she can fill if this job isn’t a good fit? Or should my follow-up note be specific to the current position? – Camel
JT: You are currently in the middle of the process with this role, so there is no need to mention other positions. In the event that you don’t get selected, then you say something like, “Although I’m disappointed that I didn’t get the job, I’m so glad you found the right candidate. However, I enjoyed this hiring process and this company is on my list of dream employers to work for. Could you tell me the best way I can be proactive and stay on your radar for future opportunities?” This will let the recruiter know that 1. you are interested and 2. you want to make an effort to keep in touch
DALE: Here again we have a case of “the questions are the answers.” As the best sales professionals know, you want permission to follow up, and you also ask what’s the best way to do it. There is no downside to asking; you also maximize your chances of a future relationship. However, you should know that most recruiters don’t want relationships with job seekers—they take each job as it comes and will only want to talk again if there’s a job you’re a great fit for. So a relationship is a long shot, but by asking you get your chance.
Janine “JT” Tanner O’Donnell is a career coach and founder of the leading career site www.workitdaily.com. Dale Dowten is the founder of The Innovators’ Lab and the author of the HR novel The Weary Optimist. Please visit them at jtanddale.com where you can email questions or write to them at King Features Syndicate, 628 Virginia Dr., Orlando, FL 32803. (c) 2022 by King Features Syndicate, Inc.
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