“You’re forced to spend your time and effort interviewing someone who isn’t qualified for the job in the first place.”
As a manager with HR experience, I can tell you that there are more than a few ways to navigate these questions.
You can ask people for their date of birth - INSTEAD of their age.
Contrary to the news article, you ARE allowed to ask people how they wish to be addressed (i.e., Mrs., Miss, etc...) so long as you also ask the men this question. You can mention your spouse and kids to illicit comments from the interviewee about their spouse and kids!
You explain the job (with a written task analysis) and then ask them if they are 100% sure they can perform the job - have them sign a statement agreeing to the job requirements! If they fail to meet those - they can be terminated for falsifying their application!
There are MANY ways to get around all of these issues! Besides, resumes’ and first impressions handle 95% of all the less-than capable applicants - IF you have the right person running the HR department! I was running a security company and we had 80% new-hire retention. In the security field this is AMAZING!
Problem is that you are starting to find more and more HR personnel that are more interested in “helping people get jobs” than helping the company get good employees! Several of these “college graduates” don’t realize that good employees help the company keep the HR person employed! DUH!
Aren't our laws wonderful!
And HR departments and people too!
I wonder: Do the NY Yankees have an HR Department? WTF is wrong with American businesses today? A lot of the places I've done work for are more worried about offending their second baseman than being concerned about why he/she has never successfully fielded a ground ball.
ML/NJ