#InterviewTips #PregnancyDisclosure #EmploymentLaw
Hey everyone! 👋 Have you ever been in a situation where a candidate disclosed a personal detail during an interview that you wish they hadn’t? 🤔 Well, I recently had a candidate disclose her pregnancy during her first interview for a position at our company. While I want to give her a fair shot, I’m worried that this disclosure may impact her chances unfairly.
Here’s where I need your advice: Can I ask her not to disclose her pregnancy in her second interview? I want the panel to focus on her experience and qualifications, not her pregnancy status. Any thoughts on how to approach this delicate situation?
Possible solution:
– Have a candid conversation with the candidate about the potential impact of disclosing her pregnancy
– Remind her of her rights and the laws protecting pregnant employees
– Emphasize the importance of being judged based on her qualifications
What do you think? Any advice or tips to share? Let’s discuss! 🗣️ #Recruitment #HRAdvice #DiversityandInclusion
In a phone call.
I would personally avoid any such discussion.
She disclosed it, so you can’t un-ring that bell. You don’t need to put it in your notes or reference it at all.
By calling it out with the candidate you’re going to essentially be implying that TO disclose it further, it will most likely hinder them from being hired.
Absolutely NOT the message you’re wanting and could result in legal action if she decides to sue (if not hired) . You don’t want to be in a deposition having to explain exactly why you felt it was a bad idea, and how you thought company X was unlikely to be fair if she disclosed.
You noted she’s not the strongest candidate. Let the process bear that out and don’t go gumming things up.
Do not talk about this with the candidate period. If they bring it up, simply note you appreciate the disclosure, but it’s not relevant to her job performance, so you’re not going to discuss it further.