A Consultant with the HR Basics says, when interviewing job applicants, it’s critical to ask only questions that focus on the job and that do not violate the Human Rights Code.
One of the biggest challenges facing pork sector stakeholders today is hiring and retaining dependable qualified workers.
Janice Goldsborough, a Consultant with the HR Basics, says finding the right people starts with the recruitment process, making sure you have a solid, legally defensible recruitment system that’s fair.
Probably the most key one is, number one that you’re asking questions that are related to the job and you’re asking questions that are legal. There’s a lot of legal aspects to questions that you can and can not ask based on the Human Rights Code.
The Human Rights Code says you can’t discriminate against people based on things such as and this is not an exhaustive list but race, colour, creed, age, gender, sexual orientation, gender identity, disability, things like that so you have to be very careful that you don’t ask questions that are related to that. An example might be very innocently you might ask somebody, how old are you or ask a woman are you planning on having more kids or asking somebody who is not white where they were born. Those are definitely no-no’s because those things aren’t related to the job.
Always remember, when you’re developing the kind of question you want to ask, is how does it relate to the job. Knowing how old somebody is or whether they’re planning on having more kids, anything like that is not related to the job. It’s a violation of human rights. You could get into big trouble for it.
~ Janice Goldsborough, the HR Basics
Goldsborough encourages recruiters to be prepared going into the interview with a set of questions that gets to the heart of what the jobs is all about and the key skills that somebody needs to have to do that job.
