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How to properly train managers to interview

After reading this topic I thought it was rather intriguing considering that my

office manager asked almost all the questions that she was not suppose toask during my interview. I think that this was a direct result of the lack of

training in this area.

It is of utmost importance that all managers who have any influence on

employment decisions should receive adequate training in employment laws.

They should be trained in making hiring decisions, disciplinary actions, and

termination decisions that comply with EEO laws.

These managers should have an awareness of what kind of questions they

can and cannot ask during a hiring interview. For example my officemanager asked if I was a citizen, I think that she was concerned if I would

me making numerous visits back to my birth country. She also asked if I had

any kids. These are just two of the many questions that were asked because

of her lack of training.

Hiring managers should be able to avoid stereotypes when making

employment decisions and last but not least they should know what factors

to consider in ensuring discipline and termination decisions are fair as

possible.

There was a case back in 2002 called Mathis v. Phillips Chevrolet, Inc. It

was about this older African American guy who applied for a sales position at

Phillips Chevrolet. The dealerships application contained the EEO statement

which basically states that it was an equal opportunity employer and would

not discriminate on the basis of age, race, and other protected groups. The

dealership never interviewed Mathis (the older African American guy).

Instead they hired seven new salespersons, all white and all younger than

Mathis. Mathis filed a Lawsuit against the dealership claiming that he was

denied a job due to age and race discrimination, which was in violation(ADEA) and Title VII. During the hearing one of the hiring manager stated

that he felt that the ideal applicant should be bright, young and

aggressive. As a result of this statement Mathis won this case.

This is an example of a costly mistake that the dealership made by not

providing adequate training to its managers about the discrimination laws

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Train for Smarter Hiring

http://www.shrm.org/Publications/hrmagazine/EditorialContent/Pages/0505t

yler.aspx

Failing to Train Managers on Preventing Discrimination in Employmenthttp://www.littler.com/PressPublications/Lists/ASAPs/DispASAPs.aspx?List=e

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