I have a situation here:
I have recently hired a girl who would responsible to take care of the HR department during my absence since I am going for my maternity break. During the interview, she never disclosed that she is undergoing the IVF Treatment herself and which has come to my notice when she was required to work for some project.
What can be the actionables here?
From India, New Delhi
1I have recently hired a girl who would responsible to take care of the HR department during my absence since I am going for my maternity break. During the interview, she never disclosed that she is undergoing the IVF Treatment herself and which has come to my notice when she was required to work for some project.
What can be the actionables here?
From India, New Delhi
Hi,
The purpose of her hiring is a replacement for you since you are planning for maternity leave. It would be tough if she apply for Maternity leave before you resume back.
You claim that she never disclosed about the IVF treatment she is undergoing. There is no need for the candidate to disclose this during interview. However just want to ask you, as you know that she is married have you asked any related question towards the same during interview process ?
From India, Madras
The purpose of her hiring is a replacement for you since you are planning for maternity leave. It would be tough if she apply for Maternity leave before you resume back.
You claim that she never disclosed about the IVF treatment she is undergoing. There is no need for the candidate to disclose this during interview. However just want to ask you, as you know that she is married have you asked any related question towards the same during interview process ?
From India, Madras
Dear member,
In the job interview, the candidate gives replies to the question the interviewer asks. If the interviewer does not ask a question, then why should the interviewee voluntarily disclose certain information?
At the time of recruitment, I wish you had asked the candidate about his/her ability to work continuously in your absence. Since this written declaration was not asked for, your company is in trouble.
What is the nature of her employment? Is it a temporary or permanent one? Even if the latter, she must be on probation. Therefore, your immediate task is to find out whether your temporary reliever will be able to work in your absence. If not, then terminate her services and recruit her replacement on an urgent basis.
Feedback on the sidelines: - You have written "I have recently hired a girl...". Please note that in formal communication there is no place for informal expressions like girls or boys. We are adult professionals and the right expression would have been "I have hired a woman employee..."
Thanks,
Dinesh Divekar
From India, Bangalore
In the job interview, the candidate gives replies to the question the interviewer asks. If the interviewer does not ask a question, then why should the interviewee voluntarily disclose certain information?
At the time of recruitment, I wish you had asked the candidate about his/her ability to work continuously in your absence. Since this written declaration was not asked for, your company is in trouble.
What is the nature of her employment? Is it a temporary or permanent one? Even if the latter, she must be on probation. Therefore, your immediate task is to find out whether your temporary reliever will be able to work in your absence. If not, then terminate her services and recruit her replacement on an urgent basis.
Feedback on the sidelines: - You have written "I have recently hired a girl...". Please note that in formal communication there is no place for informal expressions like girls or boys. We are adult professionals and the right expression would have been "I have hired a woman employee..."
Thanks,
Dinesh Divekar
From India, Bangalore
Thank you Lakshmi & Dinesh for your response.
Answer to Lakshmi: No, I do not ask or encourage such questions during the interview since I understand if anything of this sort comes it should be voluntarily from the person. Her being married was mentioned in the resume and so there was no such need then.
Dinesh: Thank you for your feedback on the said lines, my intentions were not to be judgmental about girl or boy. Just that may be I am little anxious at this time and would have missed addressing her woman employee. I take that positively.
At the time of recruitment, I wish you had asked the candidate about his/her ability to work continuously in your absence. Since this written declaration was not asked for, your company is in trouble.: Yes same has been discussed with her that would she be comfortable taking the responsibility during my absence since I was very clear about my maternity to each candidates I was interviewing and can be moved for the final interaction with the founders.
What is the nature of her employment? Is it a temporary or permanent one? Even if the latter, she must be on probation. Therefore, your immediate task is to find out whether your temporary reliever will be able to work in your absence. If not, then terminate her services and recruit her replacement on an urgent basis.: She is been hired as a permanent employee and yes she is on a probation of three months.
From India, New Delhi
Answer to Lakshmi: No, I do not ask or encourage such questions during the interview since I understand if anything of this sort comes it should be voluntarily from the person. Her being married was mentioned in the resume and so there was no such need then.
Dinesh: Thank you for your feedback on the said lines, my intentions were not to be judgmental about girl or boy. Just that may be I am little anxious at this time and would have missed addressing her woman employee. I take that positively.
At the time of recruitment, I wish you had asked the candidate about his/her ability to work continuously in your absence. Since this written declaration was not asked for, your company is in trouble.: Yes same has been discussed with her that would she be comfortable taking the responsibility during my absence since I was very clear about my maternity to each candidates I was interviewing and can be moved for the final interaction with the founders.
What is the nature of her employment? Is it a temporary or permanent one? Even if the latter, she must be on probation. Therefore, your immediate task is to find out whether your temporary reliever will be able to work in your absence. If not, then terminate her services and recruit her replacement on an urgent basis.: She is been hired as a permanent employee and yes she is on a probation of three months.
From India, New Delhi
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