Do i mention child at interview stage?

sjaypink

i was in an interview last year with both the employer- head of the agency, and a head of a board of trustees. i had included in the application form that i had children as the job was working with families.

at one point the trustee bloke (about 60, obviously traditional views) asked whether i had a husband and who would care for the children whilst i worked.

the employer almost lept on top of him to shut him up and said questions like that were not allowed as i could have a case for sex discrimination! he elaborated that the fact a woman (or man) has applied for a post is sufficient evidence for the employer to accept they have appropriate childcare in place and are fully capable of committing to the job.....

so if they ask if you have children then tell them yes, thats it. they are not allowed to ask about childcare etc afaik.

good luck x

asea

therealdessie wrote: »

I have to say that I have had questions in my mind before in hiring pregant women or those who have recently given birth, as to whether they would struggle to fit in the pressures of work and raising a family - I find people are often very forthcoming about mentioning their kids. I never turn anyone down on that basis but I do make a point of getting their assurance that childcare wouldn't be an issue for them (plus I can sell them on childcare vouchers being part of the remittance for the job).

I would be careful if I was you - that is sex discrimination. Do you also ask males the same question? You sound like a tribunal waiting to happen!

fengirl_2

Asking an interviewee whether childcare will be a problem is a bit of a pointless question - what applicant is going to say that it IS a problem! Never ask any kind of subjective question at interview. Ask for facts and evidence to back up facts. A sprevious poster has said - you should be looking for skills to do the job.

therealdessie

Heh I should have expected a few over-reactions to that... welcome to MSE! It's nothing to do with sex discrimination, it's about whether the person will commit the time required to the job - and I'd think the same about anyone who had given me cause to question whether they could work late when required (including 19 year old males, or whichever other stereotype we choose to drag up - at 19 I was still a very conscientious worker); and thanks I've done a lot of tribunal work on both sides of the fence, they tend to be a bit more serious than "Could you work til 6 tonight? No, I have to pick my kids up from school". Please people, think before you jump.

Back on the subject, some employers will consider whether you will be able to put the time in: some people have to have a set working day and if the job I'm recruiting for allows for that then I'm okay with it, and I'm also okay with people bringing their kids into the office when they need to, taking them to the doctors and making up the time later, and all the other things that come with that responsibility.

I think however it shows a great deal of narrow-mindedness to assume every employer is pure and virtuous and will bend over backwards to give you a job because you think you have a right to it - like it or not your circumstances will play a part in the consideration of your fit. It's not sex discrimination, it's meeting the needs of the business. It's not a tribunal matter, it's meeting the needs of the business. I would have very serious concerns over any employee making those kinds of thoughtless remarks though, as it shows a serious lack of nouse!

As for interview questions, of course it's necessary! Do you think I'd want to take someone on who I know would have to occasionally work until eight but would refuse to? I want to make sure anyone I'm employing has given serious consideration to the role before making a decision!

cazziebo

Hmm I don't think I'm over reacting when I say I have a real issue with what you've said.

Determining whether someone would work late on the odd occasion is a world away from an assurance of reliable childcare - I might play five a side football, attend a round table meeting, run an Ann Summers party, be studying for an OU degree. All legitimate reasons for not being able to work late but none of which have anything at all to do with childcare.

If I ask if someone can work late regularly, then they can volunteer or not what reasons they might have for not being able to. It's not for me to make assumptions based on their personal circumstances. It is for me to assess someone's reliability and commitment by using a number of methods. You can't dismiss sections of the population based on prejudices, and that's what it is.

A_little_stressed!!

Thank you all for your opinions, I am very grateful, but maybe not so near a decision!
I'm thinking not to mention it as yes I do have childcare sorted, and my child hasn't got in the way over the last year or so of work!

Savvy_Sue

A_little_stressed!! wrote: »

Thank you all for your opinions, I am very grateful, but maybe not so near a decision!
I'm thinking not to mention it as yes I do have childcare sorted, and my child hasn't got in the way over the last year or so of work!

There is absolutely no need to mention it if you are not specifically asked, and you should not be asked. If you are asked, saying what you've said above is more than enough, IMO.

Out of interest, is it obvious from your application form that you have a child? I never mention mine specifically, but the fact that I went from working full-time to lots of itty-bitty part-time jobs and voluntary work in schools 21 years ago is probably a bit of a give-away! :rotfl:

alyth

I read this post last night, and have thought about it a bit today. As background to me, I'm extremely child-free by choice, but I do interview occasionally for my job - and have very stringent training with regards to interview techniques.

I would bring it up in the conversation somehow. Your interviewer cannot comment on what you have said, as it can be construed as if further questions are asked about child care, that you cannot be commited to the position. Therefore if you say something like "I had 6 months maternity leave off 3 years ago" then the subject is dropped - has to be by law - believe me I work for a global company and we are paranoid about things like this.

If someone has children it doesn't matter to me in the slightest - however, the nature of my company means that occasionally someone will have to work past 5.30, due to reports having to be done, clients to be seen, etc. I absolutely agree with cassiebo in that people without children have commitments, however I have occasionally stayed at work to 11pm to finish something, and other members of the company have as well. This isn't work that can be done from home, this is binding reports, that sort of thing. I work from home every evening, by choice I should add, and I know that others within my office also do so - I frequently receive emails sent at midnight by my co-workers!

I think you have to mention it somehow - your child is probably the most important thing in your life, you have child-care sorted, but given the situation with jobs at the moment, and as you say your child hasn't in any way hindered your working life up until now. I just give my opinion and my company's situation as an example. Good luck with the interview.

asea

I'm quite surprised by your post as you say you have stringent training yet you still think that the OP should bring it up. I still don't see a need for it in spite the information in your post!

I also work for a global company, also have worked into the middle of the night as have my coworkers, both male & female who have children. It is still irrelevant & there is no need to bring it up unless it is an issue that the interviewee particularly wants to discuss at interview.

Savvy_Sue

Of course a canny interviewer will ask questions casually en route to the lift etc ...